National Agreement Regarding Electrical Work: Fixed Hourly Wage Rates and Piecework Multiplier Adjusted 1. May 2013

Contract No.
60
Expiry date 30.04.2014

National Agreement
Regarding
Electrical Work
01.05.2012 - 30.04.2014
Fixed hourly wage rates and piecework multiplier
Adjusted 1. May 2013
between

The Confederation of Norwegian Business and Industry (NHO),
Norwegian Technology
on the one hand
and
The Norwegian Federation of Trade Unions (LO),
The Electricians and IT Workers Union

and the unions departments

Comprising
The Master Agreement between the Norwegian Federation of Trade Unions/
the Confederation of Norwegian Business and Industry
The National Agreement including the
Piecework Pay Scale for Onshore Work
Productivity Agreement for Ships
Productivity Agreement for Onshore Work
The Offshore Agreement
This agreement applies to companies that carry out the installation, assembly and
maintenance of electrical facilities, with associated automation and instrumentation facilities,
and the repair of electrical/electronic devices and equipment.

1

Index
Index Page Provision
Employment 9 2
Working hours 20 7
Working hour rotations 25 9 F
Work outside the company 23 9
Piecework pay scale Onshore work 14 4 A and separate agreement
Foreman supplement 12 3 G
Corporate agreement for productivity pay onshore and vessels 15 4 B
Subsistence rates 28 9 K
ELBUS 18 5 item 5
Continuing education 18 5 item 3
Fixed wages in the individual company 11 3 E
Skilled worker supplement 11 3 C
Vocational training 18 6
Travel time on the facility (out of town) 25 9 D
Allowance for public holidays 30 12
Altitude allowance 29 10 C
Time accrual/rota schemes 25 9 F
Hiring in and out of workers 38 17 (see also 16.12)
Kilometre allowance 13 3 I
Competence development 17 5
Board and lodging allowance 26 9 I
Apprentice 18 6
Apprentice wages 10 3 A
Wage provisions 10 3
Wages for periods of no work 11 3 B
Monthly wages 12 3 F
Training committee 17 5 item 2
Ordinary working hours 20 7
Overtime 21 8
Overtime premium 21 8 B
Paternity leave 37 16 item 14
Compassionate leave 32 14 (lay-offs see MA ch.VIII)
Productivity scheme for onshore activities 16 4 C and separate agreement
Productivity scheme for ship installations 16 4 D and separate agreement
Framework agreement for integrating schemes 69 Annex 14
Travel preparations (travel assignment) 25 9 C
Travel to and from the facility 24 9 E (out of town facilities)
Travel time 13 3 H
Guidelines for accommodation 27 9 I
Lunch room 14 3 J
Meal break overtime 22 8 C
Shift work 22 8 E
Sick-pay 32 13
Dirty work 28 10 A
Pay scale charge 16 4 E
Subcontracting work 37 16.12
Shift arrangements 23 8 G
Notification of travel assignments 24 9 B

2

Table of contents
Index .............................................................................................................................................. 2
1 The scope and duration of the Agreement ............................................................................... 5
2 Terms of employment ............................................................................................................... 5
3 Wage provisions ....................................................................................................................... 6
A. Fixed wage: (From 1/5-2013) ............................................................................................ 6
B. Wages for periods of no work ............................................................................................ 6
C. Skilled worker supplement ................................................................................................. 7
D. Exceptions ......................................................................................................................... 7
E. Fixed wages in the individual company ............................................................................. 7
F. Monthly wages ................................................................................................................... 8
G. Foreman supplement ......................................................................................................... 8
H. Assembly/travel time provisions ........................................................................................ 9
I. Guidelines and payment for use of own means of transport ............................................... 9
J . Dining rooms .................................................................................................................... 10
4 Productivity-based pay systems ............................................................................................. 10
A. Piecework pay scale for work on land ............................................................................. 10
B. Company agreement regarding productivity-based pay land-based activities
the productivity agreement for ships (PAS) .......................................................................... 11
C. Productivity agreement for onshore activities .................................................................. 12
D. Productivity agreement for ship installations ................................................................... 12
E. Pay scale charge ............................................................................................................. 12
5 Development of expertise ....................................................................................................... 12
6 Vocational training .................................................................................................................. 14
7 Ordinary working hours ........................................................................................................... 16
8 Overtime and shift work .......................................................................................................... 16
A. Overtime work ................................................................................................................. 16
B. Overtime premium ........................................................................................................... 17
C. Meal break ....................................................................................................................... 17
D. Shift work ......................................................................................................................... 18
E. Shift arrangements ........................................................................................................... 18
F. Transitional rule ................................................................................................................ 19
G. On-call schemes .............................................................................................................. 19
9 Work outside the company ..................................................................................................... 19
A. Definition .......................................................................................................................... 19
B. Notification of a travel assignment ................................................................................... 20
C. Travel preparations .......................................................................................................... 20
D. Travel time at the facility .................................................................................................. 20
E. Travel to and from the facility .......................................................................................... 20
F. Time accrual/rota schemes .............................................................................................. 21
G. Out-of-town allowance .................................................................................................... 21
H. Board and lodging allowance ......................................................................................... 21
I. Guidelines for accommodation arranged for by the company .......................................... 22
J . Comments ........................................................................................................................ 23
K. Daily allowance rates ....................................................................................................... 23
10 Special working conditions .................................................................................................... 23
A. Dirty work allowance ........................................................................................................ 23
B. Repair and construction work on board ships:................................................................. 24
C. Work that may involve a particular danger to life and health ........................................... 24
D. Onshore and inshore work .............................................................................................. 25
11 Holidays ................................................................................................................................ 25

3

12 Allowance for public holidays and 1 and 17 May The A scheme ........................................ 25
I The allowance .................................................................................................................... 25
II Accrual rules ...................................................................................................................... 27
III Rules regarding the loss of the allowance ....................................................................... 27
IV Disbursement ................................................................................................................... 27
V ........................................................................................................................................... 27
13 The sick-pay scheme ............................................................................................................ 27
14 Short-term compassionate leave .......................................................................................... 27
15 Adjustment regulations for the 2
nd
year of the agreement .................................................... 29
16 Entry into the minutes of the Agreement .............................................................................. 29
17 Hiring in and out of workers .................................................................................................. 32

Annexes to the Agreement
Annex 1 Improvement of expertise, development centre, etc.
The electrical industrys development centre (ELBUS) ...................................... 34
Annex 2 J oint statement by NELFO (the Norwegian Electrical Contractors
Association) and NEKF (the Norwegian Federation of Electricians
and Power Stations) regarding 9 of the National Agreement ........................... 35
Annex 3 Agreement regarding guidelines for percentage
deductions of union dues .................................................................................... 36
Annex 4 Service electronics engineers and electrical repairmen skilled
workers - the National Agreement is to be applied as follows ............................ 39
Annex 5 Dealing with disputes between the organisations ............................................... 40
Annex 6 The main organisations work on equality between the sexes ........................... 41
Annex 7 The information and development fund .............................................................. 42
Annex 8 Agreement between the Norwegian Federation of Trade Unions -
the Confederation of Norwegian Business and Industry regarding
severance pay ..................................................................................................... 44
Annex 9 Contractually agreed early retirement pension (AFP) ........................................ 53
Annex 10 Holidays, etc ....................................................................................................... 56
Annex 11 Non-union companies revisions of the collective wage agreement ................. 58
Annex 12 Extra holiday week for elderly employees .......................................................... 59

4

1 The scope and duration of the Agreement
The Agreement applies to companies that carry out the installation, assembly and maintenance of electrical
facilities with associated facilities for automation, computers, telecommunications, etc. The repair and
maintenance of electrical/electronic devices and equipment are also covered by the scope of the Agreement.
Employees within the abovementioned areas are to be employed on the conditions stipulated in the Agreement.
(For exceptions to this, refer to 3 D.)
Should some categories of employees have work and/or an education that cannot so far be adapted to the
Agreements wage system and collective wage agreements, the wage rates may be agreed separately in the
individual company following agreement between the organisations.
This Agreement comes into force on 01 May 2012 and is valid until 30 April 2014 and after this for one year at a
time provided it is not cancelled by one of the parties giving two 2 months notice of this in writing.
Should the Norwegian Federation of Trade Unions Executive Council decide to carry out the wage-rate
revision as a coordinated or per cartel settlement, the Executive Council is also authorised to decide to cancel
each collective wage agreement by giving one 1 months notice so that these have a common expiry date
of 1 April irrespective of each collective wage agreements agreed expiry date.

This agreement can be applied as a collective agreement in staffing agencies/temp agencies which rent out
their employees, and who perform work under the scope of the agreement, cf. 1. Hiring labour from a temp
agency/staffing agency is regulated by Annex 13

2 Terms of employment
Each employee who is hired must at least be given an employment certificate stating the date when he/she was
employed, the place of employment and whether the person concerned is employed as a skilled worker or an
unskilled worker. Refer otherwise to section 14-6 of the Norwegian Working Environment Act.
Should an employee move house after being employed, it must be discussed with the company whether this
may have consequences in relation to the provisions stipulated in section 9 of the National Agreement.
Permanent employment relationships for all employees in the company provide the best prerequisites for
improving the expertise, safety, quality, profitability and security of the individual employee.
Employees may only be employed on a temporary basis when this is in accordance with section 14-9 of the
Working Environment Act and has been discussed with the union representatives in advance.
Regarding dismissal, refer also to section 15-3 of the Working Environment Act.
Revolving temporary layoffs are a relevant alternative if the individual company does not have enough work to
do, provided this is practically possible.
Apprentices have the same legal position as other employees, although such that the employment relationship
may be terminated upon the expiry of the contract. If the employment relationship is to be terminated, notice of
this must be given at least one month prior to the expiry of the apprenticeship period. Refer otherwise to section
14-9 No. 4, of the Working Environment Act and to the Training Act.
When a temporary employee becomes a permanent employee, he/she is to be issued with an employment
certificate. Seniority of service in the company is accrued from the date when the apprenticeship starts.
Unskilled employees are to be made aware when they are hired that their tasks will not normally form a basis
for taking an examination to qualify them as a skilled worker.

5

3 Wage provisions
A. Fixed wage: From 1/5-2013
Skilled workers NOK 186,95
Basis of calculation skilled workers offshore NOK 186,95
Unskilled workers NOK 161,39
Basis of calculation unskilled workers offshore NOK 161,39

Note:
From 01/05/2013 there will be no separate rate for offshore calculation bases.
Apprentice scale
Basis of calculation NOK 224,45

When apprentices work overtime, the wages and overtime rates for unskilled workers are to be used apart from
for apprentices in their 9
th
half-year, who are to receive wages in accordance with 3A + the overtime rate
applicable to unskilled workers. Regarding apprentices who combine upper secondary school with an
apprenticeship, refer to 6, item 3.
Training in company for 4.5-year trades Training in company for 4-year trades
Apprentice 5th half-year 80,89 Apprentice 5th half-year 80,89
6th half-year 92,45 6th half-year 92,45
9th half-year 173,34

Jobs with an apprentice contract after upper secondary school
Apprentice 7th half-year 104,00
Skilled workers after Reform 94 with an advanced craft certificate from school must have 18 months of work
experience in accordance with the prevailing curriculum before they are allowed to work independently. Like for
other apprentices, a training book is to be kept and they are to be paid according to the following scale:
4.5 year-trades 4 year-trades
Apprentice 1st half-year 138,67 Apprentice 1st half-year 161,78
2nd half-year 161,78 2nd half-year 173,34
3rd half-year 173,34

Apprentice TGS
Apprentice, technical - general studies (TGS apprentices) are paid as follows:
For the first two years (when the candidate is a student) they are paid an hourly wage corresponding to the
apprentice scale's 5th half year for working in a company.
The last two and a half years (when the candidate is an apprentice) they are paid per hourly practice in the
company in accordance with the agreement's apprentice wage scale.
B. Wages for periods of no work
When periods of no work arise and the employee is not given any work to do by the employer due to a lack of
assignments or lack of preparation, the employee is to receive a wage for this period, cf. 3 A, C.

6

C. Skilled worker supplement
Skilled workers are to be paid a % supplement according to LOK 3 A according to the following scale:
3% 4 % 5 % 6 % 7 %
0 years 2 years 5 years 8 years 11 years
The above supplement is to be paid after the employee has passed the apprentices final examination. The
supplement is to be paid for all the hours worked.
Comment:
Completed initial compulsory service with the Norwegian Armed Forces is to be credited as seniority in relation
to wages. This means that seniority in relation to wages is earned during the initial period of service with the
Armed Forces irrespective of when this is carried out. Maternity or paternity leave is considered equal to
compulsory first time military service with regard to wage seniority (up to 12 months). Apart from this, the skilled
worker supplement is calculated for the period the skilled worker in question has worked in this profession. If
the skilled worker has had work outside this profession, such a period is not included in the seniority in relation
to wages pursuant to 3 C of this National Agreement the skilled worker supplement.
D. Exceptions
For workers with an impaired ability to work, exceptions can be made from the National Agreements wage
rates pursuant to further agreement between the companys manager, the employee in question and the trade
union representative.
E. Fixed wages in the individual company

Referring to the text of 3A regarding regulation of local 3E agreements in 2012. When regulation is
conducted as a result of tariff negotiations, 3E can be adjusted in accordance with provisions.

1. This provision covers all those who are paid according to the Agreement, apart from apprentices. The 3A
rate for the individual employee is used as a basis. The agreement may also be used for employees, cf. 1,
whose work or training is not adapted to the rest of the wage system.

2. Internal company supplements are to be agreed upon in the individual company based on the fixed criteria
on which the parties in the company agree.

Procedure:
Minutes of the negotiations are to be kept, stating the wage grades and the conditions relating to these.
The company allocates a wage grade to the employees in question in accordance with the agreed
criteria.
The wage grades allocated to the employees in question are to be approved by the union
representatives.
Negotiations in the company can start once the negotiations between the Electricians and IT Workers
Union and the Technical Contractors Association, Norway have been completed, and shall normally be
concluded by 15 September at the latest.
The agreement is a special agreement in accordance with 4.2, item 4 of the Main Agreement. The
agreement may be revised during the period when the collective wage agreement is valid, but both
parties must agree on any changes during this period.
New employees or employees who meet the agreed criteria during the contract period are to be
allocated a wage grade in accordance with the agreement.

3. Performance-related pay/bonus
Performance-related pay/bonus may be agreed upon in addition to part 2. The parties in the company
determine the size of and criteria for this.

Factors that are of importance to the performance-related pay/bonus may, for example, be:
The profit made by the company, department/project.

7

Planning and preparation.
Reduction of unproductive time.
Reduction of operating costs.

Comment: Performance-related pay/bonus linked to health, safety and the environment cannot be used as
criteria in the wage system.

4. Offshore
Regarding the wage provisions for offshore work, the parties will refer to the Offshore Agreement.
5. Inshore
Regarding Inshore work, nuisance compensation of 4,7 % of 3 A is to be paid per hour for skilled workers.
Comment:
Definition
By this is meant facilities linked to oil installations that are anchored for a short or long period of time at a
certain distance from land and where sea transport is necessary. The nuisance compensation for inshore
work aims to provide compensation for:
Access to the workplace by boat.
Provisional lifting devices in connection with access to the platform (not baskets).
Few opportunities to leave the workplace during rest periods.
F. Monthly wages
Monthly wages may be agreed upon in the individual company. It is assumed that negotiations on a transition
from hourly wages to monthly wages will be conducted with the union representatives and that a record will be
kept stating the parties agreement to this.
In the case of monthly wages, the following assumptions apply:
Such an agreement may be entered into for either all or some groups of the employees who are covered by
the National Agreement relating to electrical work. It is assumed that wages will be agreed upon in
accordance with the Agreements remaining provisions.
When monthly wages are paid, all the National Agreements provisions apply but with a conversion factor
of 162.5 hours per month.
Deviations from the fixed monthly wage are to be paid the next month.
The payment of holiday pay is to be adapted to the companys normal practice.
Employees receiving monthly wages retain their full monthly wage even in months with public holidays or 1
or 17 May, unless the right to such wage is lost according to the provisions stipulated in 12.
The agreement is to be cancelled in accordance with the Basic Agreement (BA) chapter IV.
G. Foreman supplement
1. The foreman supplement shall comprise a minimum supplement of 6 % of the 3 A wage. Only skilled
workers may be appointed foremen.
2. The foreman supplement is payable under the following conditions:
When the total time worked on an assignment comprises at least 400 hours and consists of at least
three employees on parts of the assignment, the foreman supplement is payable for the entire work if
a foreman is appointed.
An assignment is defined as a project that is carried out continuously even if it is divided into several
order numbers.

8

In the case of major assignments and facilities in accordance with 9 where rotas have been
implemented, a sufficient number of foremen are to be appointed to meet the requirements at the
facility.
In special cases, the parties in the individual company may agree that a foremans supplement is
payable even if the prerequisites stated in this provision have not been met.
3. If the onshore agreement is used, a foremans supplement is only payable for the hours when the skilled
worker acts as a foreman.
H. Assembly/travel time provisions
1. The employees are to assemble directly at the company, irrespective of the form of remuneration, unless
otherwise stipulated.
2. The employees may assemble directly at the workplace at a stipulated time in the case of journeys of up
to 20 km each way when a car is used or 20 minutes each way when public transport is used.
Comment:
Where ferry connections or similar permanent traffic conditions significantly alter the time spent travelling
by car, an agreement regarding a different assembly time can be entered into with the company.
3. In the case of work according to the wage systems in 4, travel time in excess of 20 km or 20 minutes is
to be paid for using the fixed wage +skilled-worker supplement ( 3 A and 3 C). In the case of fixed-
wage assignments, time spent in addition to 20 km or 20 minutes is paid for with 3 A +3 C +3 E.
4. Documented travel expenses are to be reimbursed with the company as the maximum starting point.
5. The company may decide to arrange common transport. In such case, the employees are to assemble at
the company. The individual company may agree on a different assembly point. The assembly time is at
the company at the earliest 20 minutes before the work is to start.
6. The agreed working time in each company can, within the length of a normal working day (7 am 5 pm),
be adapted to suit the workplaces assembly times if the assignment is to last for more than 5 days.
7. The companies are to take out an insurance that provides the same financial cover as the occupational
injury insurance if the employees are to assemble at a place other than the company.
I. Guidelines and payment for use of own means of transport
1. In general
The company cannot order its employees to use their own car during the work, and similarly the
employee cannot demand to be allowed to use his/her own car in return for the stipulated allowance. The
parties in the individual companies can agree that the employees are to use their own cars to carry out
the companys work. The car allowance rates are to be adjusted at the same time as, and in accordance
with, the Norwegian state rates (new rates from 1/1-2013). Should such an agreement be entered into,
the following is payable:
2. Allowance for up to 10,000 km
A car allowance of NOK 4,05 per km is payable. (Troms NOK 4,15 per km)
3. Supplement for passengers
To the extent that the employee in question has to take passengers in his/her car when using this in the
service of the company, a supplement of NOK 1,00 is payable per km for each passenger.
4. Allowance for over 10,000 km
The km allowance under item 2 presumes that the employee does not use his/her own car in the service
of the company for more than 9,000 km during a 12-month period. Should the number of kilometres
exceed this figure, NOK 3,40 is payable (Troms NOK 3,50 per km)
5. Short driving distances
For short driving distances in towns and built-up areas, the parties agree that the individual companies
may agree on special arrangements.

9

6. Transport of materials
NOK 0,85 per km is to be paid for the transport of materials. This allowance covers the transport of tools,
instruments, materials and other non-personal equipment that are necessary for carrying out the work, to
the extent that these can be placed in the boot and do not cause extraordinary wear and tear.
7. Agreement regarding a fixed annual allowance with a lower km allowance
An agreement regarding a combination of a fixed annual allowance and a lower km allowance amount
may also be entered into (cf. the National Tax Tribunals circular no. 431).
8. Disbursement of car allowance
The accrued car allowance is payable in arrears every 14 days on the basis of the certified driving
distance according to the driving book and time sheets, unless a different agreement regarding the form
of settlement has been entered into in the company.
J. Dining rooms
In cases where there is no satisfactory dining room in accordance with 16.3 of the National Agreement, the
meal break shall be regarded as forming part of the working hours and be paid for at the ordinary wage rate. By
ordinary wage is meant the wage that is payable for hours worked on the same assignment/project.

4 Productivity-based pay systems
The advance pay applicable to work in accordance with 4 is to be agreed upon between the company and the
union representatives.
A. Piecework pay scale for work on land
1. Piecework multiplier for work on land: 2,000 (From 1/5-2013)
2. Comment:
The following items have been included when calculating the piecework multiplier:
110-12 Adaptation
110-13 Drawings
110-14 List of materials and equipment
110-27 Clearing up and removal of waste
120-10 Transport supplement
115-21 Conferences of an administrative nature
All tasks of an administrative nature, adaptation work, work with drawings and material lists as well as the
cleaning up of one's own waste and transport of material, are included in the piecework prices within the
workplace (the plant area and the company). Payment shall be agreed upon for tasks that occur outside
the workplace. Conditions that are outside the limitations in 4, item 2, and which are described in the
comments to the piecework pay scale as that payment shall be agreed upon for, are included. All tasks in
relation to point 115/21 are included.

Before the work starts, the company is obligated to ensure that the work is planned, and while the work is
on-going it is the employers obligation, in consultation with the piecework supervisor, to organise the
construction site so that the work can be performed efficiently. The employer shall ensure that the
piecework supervisor has access to drawings and schedules as well as a list of materials and equipment
with type designations.
3. The list of piecework may include the following:
Piecework according to a list
Daytime

10

Piecework 05-07 agreements
Fixed wage for piecework.

Examples of fixed wage for piecework:
- travel time with respect to 3H3 of this National Agreement
- repairs of damages caused by other occupational groups
- troubleshooting beyond the provision 110-40 in the piecework pay scale
- additional work due to break-ins, theft, etc. where the facility is located
- work with provisional facilities, beyond ones own need
- digging of ditches and the like
- work with scaffolding and lifts, etc.
- preparation by O & M manuals submitted to the client is not part of tasks included in piecework rates,
and is remunerated as fixed wages in piecework
The list is not exhaustive
The above form part of the piecework arrangements.
Comments to 4 B, C and D:
Alternative wage systems to piecework/productivity agreements
1. The piecework collective wage agreement for work on land, cf. 4 B
2. The productivity agreement for ships, cf. 4 B
3. The productivity agreement for onshore activities, cf. part 14
B. Company agreement regarding productivity-based pay land-based activities the
productivity agreement for ships (PAS)
1. The parties in the company shall prepare minutes stating that 4 B may be used. Minutes of the
negotiations are to be kept, stating the terms and conditions of the agreement. Should the parties in the
company fail to reach agreement, the matter may be brought before the organisations. The cancellation
period is to be in accordance with BA Chapter IV. In the case of any cancellation, the assumption is that all
assignments for which a piecework slip has been written in accordance with 4 B will be completed.

2. When an agreement has been entered into between a company and trade union representative, the
employee and work supervisor/executive officer can enter into agreements regarding individual
assignments. The union representatives are to be given copies of all agreements that are entered into.
Should these fail to agree, 4 A of the piecework pay scale or the productivity agreement for ships is to
form the agreement.

The system may, for example, be used where the contract with the customer is based on a fixed price or a
fixed number of hours. The system covers new facilities, rehabilitation and tasks where 4 A and PAS are
not very suitable.

An assembly supervisor is to be appointed by the company, while a productivity/piecework supervisor is to
be appointed by the employees/union representatives.

3. The guaranteed minimum wage is presumed to be agreed upon in the company.

4. The parties in the company agree on the size of and criteria applicable to any subsequent payment. The
supplement shall be in NOK and be the same for all those covered by the agreement.
The excess amount shall be payable at the latest on the 2nd pay day after the productivity statement has
been submitted by the productivity supervisor in question, up to a maximum period of 4 weeks.

Factors on which the measurement criteria may be based:
a reduction in hours compared to the hours calculated
savings relating to the planning and adaptation work
the projects overall result (profit)
savings on materials
invoiceable/productive hours

11

It is presumed that the agreement will be able to cover all the categories of employees who take part in the
projects.

The system is based on cooperation throughout the chosen work task or project. It is assumed that the
employees affected will be allowed insight into the work before the work is started and while the work is
being carried out that will give them the best possible basis for assessing the prerequisites for productivity.

On major projects, it may be necessary for information to be made available and agreements entered into
during the tendering phase. This can be done between the company and the productivity/piecework
supervisor, if this person has been elected, or a union representative.
C. Productivity agreement for onshore activities
Regarding the productivity-based pay system for onshore work, the parties refer to the Productivity Agreement
for onshore activities. The basis of calculation is NOK 166,95 (From 1/5-2013)
D. Productivity agreement for ship installations
Regarding the productivity-based pay system for ship installations, refer to the Productivity Agreement for ship
installations (PAS). The basis of calculation is NOK 166,95 (From 1/5-2013)
E. Pay scale charge

Charge for administering the piecework pay scale schemes
For each wage period, the company is to set aside 0.3% of the total wages covered by the National Agreement
as a charge payable for the administration of the piecework pay scale schemes within the land, ship and
onshore sectors. This amount is to be paid to the Electricians and IT Workers Unions respective regional
offices every second month on the same date as the employers social security contributions.
The charge is to be calculated as a percentage of the:
1. Hourly wage ( 3 A, B, C, D, E), including the skilled worker supplement.
2. Piecework wage (advance payment for piecework, piecework settlement 4 A and B).
Productivity-based pay onshore (advance pay and bonus) 4 C.
3. Productivity-based pay ships (advance pay and bonus) 4 D.
4. Pay for work that is not carried out as piecework.
5. Pay during illness in the employer period.

5 Development of expertise
1) Introduction
Norwegian Technology and The Electricians and IT Workers' Union recognize the great importance of
increased competence to the individual, business development and society. This is particularly true for
further and continuing education of skilled workers in the electrical trades, but also for each employee's
opportunity for further education, cf. the provisions of the Main Agreement, chapter XVI.

Development of expertise must be based on the company's current and future needs as well as each
employee's need for continuing and further education in relation to position and work situation.

12

2) Training Committee
The company's negotiation committee functions as a training committee unless the parties at the
enterprise agree to establish a separate training committee.

The training committee shall have a minimum of 2 meetings per year.
The committee shall identify and initiate efforts in accordance with the provisions of the Main Agreement,
chapter XVI, and below:

Identification
The company's and the individual employee's current competence
The company's current competence is identified by documenting each employee's competence annually.
Documentation shall, in addition to personal data, contain formal education, documented courses,
certificates and specified practice.

The company's need for current and future competence
The company shall present its goals and plans for its activities. The company shall, in collaboration with
the union representatives and under the auspices of the training committee, identify all necessary
development of expertise in order to attain the aforementioned goals and plans. Both extent and type of
training needs are to be assessed.

The individual employee's need for further and continuing education in relation to position and work
situation
Each employee shall describe his or her needs for development of expertise annually with regard to
position and work situation. This identification should take place by written notice to each individual.
Circumstances shall also be arranged so that each employee can present his or her need or desire for
development of expertise related to the development of the trades.

Where the parties in the company find it practical, the training committee can use simpler methods in order
to identify each employee's needs for continuing and further education.
3) Training plans and courses
Based on the identification, the training committee shall prepare a proposal for a training plan for the
company, or for groups and/or individual employees.

Where there is a gap between the company's current competence and future needs, this is assumed to be
covered by appropriate training measures or other means.

Training in technical regulations and norms shall also be evaluated when preparing the company's
standard training plans.

In light of the special development of the electrical industry the above provisions imply that all employees
shall be offered continuing and/or further education within a period of two years.

It is assumed that when choosing offers, time of implementation, the offer's relevance, whether it gives the
right competence, etc., is taken into consideration, and that the parties in the company agree.

Such offers shall at least
- either follow one of the modules in the current curricula
or consist of EL & IT/Norwegian Technology courses
or a supplier course when if part of the training plan

13

Continuing education, which is agreed to be conducted within ordinary working hours, is paid in
accordance with 3 A, 3 C and 3 E.

Parts of continuing and further education can be conducted outside of ordinary working hours.

The individual company's training plan shall also include requirements for continuing education and for
competence arising from safety regulations for electrical installations.

It shall be evident in the plans that all employees are given a real offer of continuing education with regard
to such regulations.

Each employee is obligated to undergo continuing education with regard to safety regulations for electrical
installations. Such courses are paid in accordance with 3 A, 3 C and 3 E.
Costs for continuing and further education in accordance with the company's needs are the company's
responsibility.
4) Follow-up
The training committee shall follow up on planned continuing education in the company. The committee
has a particular duty to ensure that all employees have been offered continuing and further education in
accordance with 5.3.

5) ELBUS
The electrical industry's development centre (ELBUS) is funded through a fee paid by the member
companies six times per year. The size of the fee is set to 0.35% calculated from the company's wages
within the LOK area.
6 Vocational training
It is in the industry's interest that companies facilitate a continuing intake of apprentices in order to ensure
recruitment for vocational training and especially to the electrical disciplines. The parties in the individual
companies should in cooperation with all employees contribute to a good learning environment for the
apprentices.

Training shall be conducted in accordance with the Education Act and its regulations and current
curriculum for the subject. Training companies undertaking training of one or more apprentices must be
able to provide training which meets the requirements of the curriculum and have a trained professional
responsible for training (academic director). For the electrical disciplines we refer in this context to the
Regulation on qualifications for electrical professionals (FKE).

Supervisory authority (representative of the employees, cf. the Education Act 4-7) for the apprentices
and the academic director have important roles when it comes to following up on training apprentices in
the individual company. The supervisory authority shall, if necessary, have sufficient time to follow up on
the apprentice in collaboration with the academic director.

Both the supervisory authority and the skilled worker who is undertaking the training must have the
necessary knowledge of the current professional training system in order to give good guidance and
training.

14

1. Number of apprentices
The number of apprentices shall be proportional to the number of skilled workers:
1 apprentice per 1-3 skilled workers
2 apprentices per 4-6 skilled workers
and further 1 apprentice per two skilled workers.

In accordance with the authorization provisions, the parties wish to specify that one skilled worker cannot
supervise more than two apprentices or unskilled workers while performing their work. Please refer to the
National Agreement for the electrical trades (LOK) 2 regarding an apprentice's legal status and
employment.

2. Planning the training
The academic director shall plan training in collaboration with the apprentice based on the curriculum for
each subject. The plan is presented to the one who is to provide the training (instructor) and the
supervisory authority.
The company may freely select the order of which learning objectives training is given for. Workload,
orders received and season may have an impact on the period plan.

3. Conducting the training
Training shall take place according to the abovementioned plan (item 2). In the electrical disciplines a
workbook shall be used. The apprentice makes entries in the workbook and ensures that the one
responsible for training endorses it on a regular basis. The academic director is obligated to supervise the
training in collaboration with the supervisory authority.

Apprentices shall work under constant guidance and supervision, and cannot be used for independent
work on electrical installations. Skilled workers given responsibility for apprentices are obligated to give
these training and instruction and ensure that they get to participate in practical work in according with the
curriculum and planned training, as well as ensure that the apprentice keeps a workbook in accordance
with the training.
Regular apprentice interviews are to be conducted, at least every six months. The apprentice will be given
feedback on his or her progression in training and degree of achievement of goals in accordance with the
training plan.
For apprentices associated with training agencies, the company is obligated to conduct 2 interviews with
each apprentice per year.
The company makes current rules and regulations, such as regulations and norms necessary in
accordance with the training plan or as apprentices and technicians are obligates to follow according to the
company's internal control, available to the apprentice. See also the Education Act 3-1 of learning
materials and equipment.

4. Trade exam
The trade examination shall as a general rule take place at the end of the apprentice period, and will
normally be finished within two months after this time. If it takes more than a month, the apprentice -
provided he/she passes the exam and the delay is not due to him/her - is entitled to the difference
between apprentice wages and a skilled worker's wages for the time exceeding one month.

15

The company registers the candidate for the exam. The exam board is responsible for arranging the trade
exam in accordance with the Education Act and its regulations. If the candidate does not pass the test, the
apprenticeship is prolonged, and the candidate is allowed to retake the exam.
It is in the parties' interest to facilitate membership in the exam boards for representatives of both parties,
and thus be the last quality assuring link in vocational training.

5. Wages during schooling
The company pays wages in accordance with 3 A for the time the apprentice is in school.

7 Ordinary working hours
1. The ordinary working hours are not to exceed 37.5 hours per week. The daily working hours are to be
during the period from 7 am to 5 pm of the first five working days of the week, and on Saturdays between
7 am and 1.30 pm. Christmas Eve and New Years Eve are days off with payment with payment for 4.5
hours according to 3E. The provision will not be applied if New Years Eve or Christmas Eve falls on a
day when the person concerned has time off under the work schedule. The provision only applies when
these days fall on working days. In the case of 6-day weeks, ordinary working hours are to be worked on
Easter Eve and Whit Saturday unless the employee has time off according to a fixed working-time rota.

COMMENT:
Existing local agreements shall not be degraded in consequence of this provision.
2. When determining the working and rest periods, negotiations shall be held between the company and
union representatives or their organisations. The division into working and rest periods should, in so far as
possible, be uniform for all the companies in the same town.
3. Should no agreement on the division of time be reached, the following division is to apply: six-day week
(with a day off every second Saturday). The first five working days of the week: 7.30 am 11 am and
11.30 am 3 pm. The Saturdays when work is to be carried out: 7.30 am- 10 am and 10.30 am to 1 pm.
The parties agree that a five-day working week with a day off every Saturday may be agreed upon. A five-
day week (with a day off every Saturday): 7.30 am 11 am and 11.30 am 3.30 pm.
4. Should the local parties so wish, they can, with the participation of the main organisations, decide on a
division of working time that is adapted to fit in with the other jobs on the construction sites.
5. Flexibility
Refer to annex 10 Holidays, etc.

8 Overtime and shift work
A. Overtime work
1. Overtime work is all work carried out outside normal working hours.
2. Overtime work may be carried out to the extent permitted by the prevailing legislation. Overtime work
should be restricted in so far as possible and must especially not be exaggerated by or as regards the
individual employee.
3. Employees shall also, within the framework of the limitation on overtime work stipulated by the law, be
individually entitled to exemption from overtime work on special occasions, such as meetings, etc, and
also for other, private, reasons.

16

4. The parties in the company may agree that overtime is to be compensated for as time off in lieu.
5. The time when such time off in lieu is to be taken shall be agreed upon. Consideration must be paid to the
companys employment situation.
The parties in the company can agree that an administrative system is to be established such that the
hourly wage is to be withheld and paid when the time off in lieu is taken. The overtime premium is payable
in accordance with the ordinary wage periods.
6. Rest time between two work periods according to the Working Environment Act 10-8 which is part of the
ordinary workday shall be paid the normal salary.
B. Overtime premium
1. The following additional percentage is to be paid for overtime work: during the first five working days, an
overtime premium of 50 % is payable until 9 pm, following which the overtime premium is to be 100 %. For
work that the employee has to start on after 6 am during an ordinary working day, a 50 % overtime
premium is payable until the start of the ordinary working hours.
2. A 100% overtime premium is payable for work on Saturdays and days prior to public holidays that takes
place after ordinary working hours, and work on Sundays and public holidays that takes place during
ordinary working hours. In those cases where a companys working-time arrangements state that every
Saturday is a day off, a 50 % overtime premium is payable for work on Saturdays up to 12 noon, and a
100 % premium is payable thereafter.
3. The overtime premium percentage is as follows from 1. May 2013:
50% 100%
Skilled workers 138,63 277,26
Unskilled workers 124,74 249,48
Apprentices 124,74 249,48
When ordinary apprentices and apprentices who combine upper secondary school with an
apprenticeship (TAF) work overtime, the wages and overtime rates for unskilled workers are to
be used. Apprentices in their 9
th
half-year are to be paid in accordance with 3A and the
overtime premium payable to unskilled workers.
4. The overtime rates are to be adjusted on 1 May of each year based on the average pay for skilled workers
during the previous year plus the general allowance. The basis for the adjustment is Statistics Norways
index for the 60 electrical professions.
Comment:
It is assumed that Statistics Norways index is more or less the same as columns 6+9 of the previous
Confederation of Norwegian Business and Industry statistics.
C. Meal break
1. There is to be a break of at least half an hour before overtime work of more than 2 hours duration.
(Section 10-9, No. 2, of the Working Environment Act.) The break is to be paid for as follows: if the break
takes place prior to the end of the normal working hours, it is to be paid for at the same hourly rate as for
public holidays. If the break takes place after the end of ordinary working hours, the overtime premium is
also to be paid.
2. Money to buy food
Employees who have worked the ordinary working hours and are ordered to work overtime on the same
day are to be paid NOK 76,- to buy food if the overtime work lasts for at least two hours, provided no food
is provided by the principal or employer. In the case of overtime work that will last for more than five hours,
the company is presumed to provide additional food or to set aside an amount to cover food expenses.

17

D. Shift work
1. In the case of shift work, two or three shift arrangements, as well as continuous shifts, can be agreed
upon.
When converting from normal working hours 37.5 hours per week to different working time
arrangements, the table below is to be used for wage compensation:
From 37.5 hours - 36.5 hours 2.74 %
From 37.5 hours - 35.5 hours 5.64 %
From 37.5 hours - 33.6 hours 11.61 %
Compensation for shortened working hours in connection with shift work is calculated on the basis of the
actual hourly wage.
2. Regular shift work is counted as being continuous work assignments of at least 14 days duration. The
work is to be regarded as continuous even if it does not take place on Saturdays/Sundays.
3. Before the shift work starts, the parties are to confer in accordance with 9 of the Main Agreement.
Otherwise, shift plans and shift arrangements are to be prepared and approved in accordance with the
provisions of the Working Environment Act.
E. Shift arrangements
1. Two-shift arrangement 36.5 hours per week.
A two-shift arrangement means that the working hours alternate between day and evening (one week of
day work and one week of evening work) in a set shift plan. Two-shift arrangements may only be agreed
upon between the hours of 6 am and 12 midnight on the weeks normal working days.
2. Compensation
Compensation is to be calculated based on 3 A. The compensation includes a nuisance bonus of 17,0
%. No compensation is payable for the day shift.
3. Three-shift arrangement 35.5 hours per week
A three-shift arrangement means that the working hours change between day, evening and night (one
week of day work, one week of evening work and one week of night work) in a set shift plan. Three-shift
arrangements may only be agreed upon for the period from 10 pm on Sunday to 6 am on Saturday
inclusive.
4. Compensation
Compensation is to be calculated based on 3 A. The compensation includes a nuisance bonus of 17,0 %
for the second shift. The bonus for the third shift is 27,3 %. No compensation is payable for the day shift.
5. Continuous shift arrangement 33.6 hours per week
A continuous shift arrangement is work that is carried out 24 hours a day without any normal stoppage on
Sundays and public holidays and which changes between day, evening and night work according to a set
shift plan.
6. Compensation
Compensation is to be calculated based on 3 A.
No compensation is payable for the day shift. A nuisance bonus of 17,0 % is payable for the second shift.
A nuisance bonus of 27,3 % is payable for the third shift.
A nuisance bonus of 68,1 % is payable for work carried out on Saturdays after 1 pm and after the end of
normal working hours on the day before a public holiday.
A nuisance bonus of 68,1 % is payable for work carried out on Sundays and public holidays up to 10 pm.

18

F. Transitional rule
1. Should an employee have longer working hours than normal in a 24-hour period due to a transition from
day work to shift work or vice versa during the 24-hour period in question (from midnight to midnight), the
employee in question is to receive overtime pay for the excess hours.
2. Overtime
Shift workers who work overtime before or after the shift are to be paid an overtime premium for these
hours in addition to the shift percentage for the employee in questions shift.

G. On-call schemes
If a company is to establish on-call schemes, the company and union representatives are assumed to negotiate
a framework agreement regarding on-call schemes. Minutes of these negotiations are to be kept and are to
state the terms and conditions of the agreement. The cancellation period is to be in accordance with Chapter IV
of the Main Agreement.

An on-call agreement shall as a minimum address
Definition of an on-call period
Wage compensation for on-call and emergency response
Calculation of working hours and rules for compensatory leave

The on-call load should be distributed to as many as possible, so that at least three people should be part of
the scheme.
9 Work outside the company
Cf. annex 2
A. Definition
1. 9 of the National Agreement only applies to employees who cannot stay the night in their own homes.
For example:
An employee who is employed by company X in Bergen but who lives in Stavanger is entitled to a daily
allowance when he/she works in, for example, Trondheim.
When he/she works in Stavanger, no daily allowance is payable. If the company has agreed in the
employment terms and conditions that the employee can live in Stavanger, the employee is entitled to a
daily allowance when he/she works in Bergen.
Comment: Otherwise refer to 2 regarding changes in places of residence.
2. Foreign allowance
In the case of work abroad, the terms and conditions are to be agreed upon in each individual company.
The individual countrys regulations regarding foreign labour must be taken into account here.
In the case of work abroad, a separate agreement regarding travelling time is to be entered into.
However, the minimum supplement for work abroad shall be:
For assignments outside Scandinavia but within Europe: 6 % in addition to 9 G
For assignments outside Europe: 20 % in addition to 9 G
The Norwegian state allowance scale for the country in question applies.

19

B. Notification of a travel assignment
1. The company is to inform the individual employee of the travel assignment as soon as possible and in
plenty of time before departure. The union representatives shall also be told of the travel assignment and
of the conditions that apply to the individual assignment as early as possible. This notification shall, in so
far as possible, be given by the employee responsible for this assignment. Should the assignment last for
more than 10 days, the individual employee and union representatives are to be told which of the
companys employees is responsible for the individual assignment. The notification must also include the
safety and environmental services at the facility.

Any disagreement is to be resolved by the parties in the company.

2. All employees who are to take part in the assignment are to be sent a form containing all the necessary
information. A copy of these forms is to be sent to the union representatives.
C. Travel preparations
1. Private travel preparations
Private travel preparations are to be paid for at the hourly wage in accordance with 3 A. Provided the
employee is to stay the night outside his/her home, private travel preparations of up to two hours are paid
for. If a longer period of time is necessary, the necessary period may be agreed upon.
2. Travel preparations that take place in the company are to be paid for in accordance with 3 A and form
part of the piecework. In fixed-wage relationships, in accordance with 3 E.
3. When the employee returns home after completing an assignment, four hours off after the arrival home are
to be paid for when the employee has been away for more than eight full days. If the employee has been
away for a continuous period of more than four weeks, one day off (7 hours) is to be paid for. When the
employee travels home during the construction period in connection with holidays or annual festivals, this
provision does not apply when the employees are to return to the place where the facility is located.
4. The provisions in items 1 and 3 do not apply when the rota plan gives the employee time off for a
continuous period of five calendar days.
D. Travel time at the facility
1. In the case of work outside the company when the employees cannot stay the night in their own homes,
the travel time provisions stipulated in 3 H of the National Agreement are to be complied with, although
such that the accommodation site is the starting point.
2. At facilities involving large internal distances, an agreement regarding travel time in connection with meal
breaks can be entered into.
E. Travel to and from the facility
1. At the start-up and completion of the facility, travel expenses are to be paid as per account rendered, with
the home address as the starting point. Travel is to take place in the way that is the most
reasonable/expedient for both parties. Travel in connection with the start-up and completion of the facility
is to be paid for in accordance with 3 A of the National Agreement and be added to the piecework. The
method and time of travel is to be agreed upon in advance with the manager responsible.

2. The company undertakes to take out a travel/accident insurance policy for its employees. If the company
already has insurance for its employees, it is not obliged to take out further additional insurances.
3. The employee will be reimbursed for the expenses of using his/her own car (km/NOK) provided this has
been agreed upon.

20

4. The time spent travelling between the place where the facility is located and the home address is to be
added to the time sheet, stating the time spent, and is to be paid for in accordance with 3 A. Travel
outside the normal working hours and on days off is to be paid for by an allowance in accordance with 8.
Travel on these days is to be avoided in so far as possible. Travel time is to be paid for in the case of
travel when the work on the facility is started and completed, and travel at Christmas, Easter, Whitsun and
summer holidays.
5. One free trip home is to be paid for after two weeks of working at the facility, provided at least one week of
work remains at the facility. Trips home are to be adapted to fit in with annual festivals such as Christmas,
New Year, Easter, Whitsun and holidays according to the holiday schedule. Where natural, several
facilities may be combined before a free trip home is given after two weeks. The costs of travelling
between the place where the facility is located and the home address are paid for. Travel must take place
in the way that is the most reasonable/expedient for both parties.
F. Time accrual/rota schemes
1. The parties must help to arrange the work so that the employees are ensured as much time off at home as
possible. Pursuant to the approval of the principal, each company may agree on rota schemes or for time
to be accrued to be taken as time off in lieu. This shall take place according to the following guidelines:
A rota plan is to be set up. If the rota plan contains daily working hours in excess of 10 hours, this is
presumed to have been approved by the union entitled to make recommendations in accordance with
the Working Environment Act.
The general rule is that the daily working hours should be interrupted by a 30 minute unpaid break. In
special cases, daily breaks can be part of the working hours upon agreement.
The frequency of trips home stated in item E 5 may be deviated from.
When establishing work plans, one should strive to have travel to/from the site primarily on the first 5
days of the week (MondayFriday).
No overtime premium is payable for time accrued.
The company shall pay the costs of travelling between the place where the facility is located and the
employees home address. The company shall reimburse the employee for the time he/she spends
travelling to the facility when work on the facility starts and ends, and at Christmas, Easter, Whitsun
and summer holidays.
Travel in connection with Christmas, Easter, Whitsun and summer holidays can be agreed locally to
be added as additional time in order to balance the scheme more easily.
Trips home shall take place outside normal working hours. Should the employee wish to travel during
normal working hours, the use of time off in lieu is to be agreed upon with the foreman or manager in
charge.
When the employee takes time off in lieu, no meals allowance is payable.
Holidays/festival days in connection with the free period are compensated for with holiday
compensation (7.5 hours)
If work is performed on holidays, the overtime premium of 100 % is paid and the holiday compensation
for the number of hours that are worked.
G. Out-of-town allowance
Employees who are sent so far away that they cannot stay the night in their own home are to be paid an
additional 14 % on their hourly wage (hourly wage in accordance with 3 A) for the time they have
worked.
H. Board and lodging allowance
1. The company shall arrange for satisfactory board and lodging. The costs of food may be paid for as per
account rendered or according to the daily allowance rates stated in K. The scheme to be used shall be
agreed upon in advance.
2. Accommodation allowance. The company is to pay the costs relating to accommodation.
3. Should the company pay the costs of board and lodging as per account rendered, a deposit is to be paid in
accordance with K 4.

21

4. For temporary workers accommodation, mess rooms and private accommodation, a food allowance is
payable in accordance with K 1.
5. A food allowance is payable in accordance with K 2 for accommodation in a guest house/hotel. In those
cases where the daily allowance for hotels/guest houses does not cover the actual expenses, settlement is
to take place as per account rendered by accounting vouchers being submitted. The form of settlement to
be used shall be agreed upon in advance.
6. A food allowance is payable in accordance with K 3 for travel to the facility in accordance with clause E 4.
7. The board and lodging allowance shall be calculated for the accommodation that is the most favourable for
the company.
8. Should a rota, time accrual or overtime have been agreed on, the possibility of more meals and the times
of these meals must be taken into account.
9. Private accommodation. Where private accommodation (board/lodging) is agreed upon on the wishes of
the employee and where the company does not pay for accommodation, a daily allowance according to K
1 is payable per 24-hour period and a night supplement is payable according to K 5 provided these
amounts do not exceed the cost of the accommodation (board/lodging) that the employee could have
received at the companys expense. In such cases, the amount that the company has agreed on for the
accommodation (board/lodging) is to be paid. No travel time at the facility is paid for under this scheme.
I. Guidelines for accommodation arranged for by the company
1. Temporary workers accommodation
If the firm does not arrange accommodation for the employee at a hotel or guest house, the firm shall
arrange for accommodation near to the location of the facility. The accommodation must be located such
that employees are as little affected as possible by the noise and din from machinery and transport
vehicles.
Minimum standard: the accommodation standard in temporary workers accommodation shall be single
rooms with a shower and toilet in each room. Various rig sizes may be used, but the bedroom including
bathroom should not be smaller than 8.6 m
2
, and the ceiling height should be at least 2.30 m.

The rooms must be clean when the employee arrives and must thereafter be cleaned twice a week.

The rooms shall contain:
A table with drawers, two chairs, a lockable wardrobe, a bed and bedside lamp, a mirror, water glass,
towels and a complete set of bedlinens. Pillows, sheets and duvet covers are to be changed each week.
The rooms are to be equipped with curtains and roller blinds.
There must be a separate dining room with sufficient space for all the employees at the accommodation
site or in connection with this. Similarly, there must be a living room big enough for all the firms employees
to be there at the same time. The living rooms must be furnished according to Norwegian standard with a
radio and TV. The employees must have access to a telephone. Licences are to be paid for by the facility.
The firm is to provide an iron and facilities for the employees to wash clothes. There must be space for
work clothes to be dried and stored.

Exceptions from this rule may be made under special circumstances, for example in the case of work at link
stations.

2. Private accommodation
Where expedient, private accommodation may be agreed upon. Private accommodation means in this
context the rental of a bedsitting room, flat or possibly whole house. Such accommodation sites are to be
furnished to Norwegian standard, with access to a bathroom WC, radio, TV and telephone, and be in
regulation condition. Licences are to be paid for by the company. The standard of accommodation is to be
a single room (bedroom). Where several employees share a shower and toilet, these are to be cleaned as
required.
The company is to pay the rent for such accommodation.

A food allowance is payable according to K 1 in the case of such accommodation.

22

3. Electrical fitters that work on board ships in operation shall, provided the circumstances exist, have board
and lodging as electricians on board.

4. Welfare
If the employees are interested, the company is willing to collaborate with the employees to pave the way
for them to have the opportunity to take part in various forms of leisure-time activities.
J. Comments
1. The rates in the accounting vouchers are to be regulated at the same time as the Norwegian states rates.
2. Facility agreements entered into expire once the facility is completed.
K. Daily allowance rates (new rates from 1/1-2013)
1. Daily allowance, temporary workers accommodation,
messroom and private accommodation per 24-hour period NOK 459,-
2. Daily allowance hotel/guesthouse per 24-hour period NOK 509,-
3. Daily allowance during travel 0-6 hours NOK 0,-
5-9 hours NOK 195,-
9-12 hours NOK 300,-
More than 12 hours NOK 670,-
4. Deposit per 24-hour period NOK 92,-
5. Night allowance for private accommodation where the
employee himself/herself pays the costs per 24-hour period NOK 104,-

Comment: If a daily allowance in accordance with the National Agreement is paid and a deduction is to be
made for individual meals, the Norwegian state rates for deductions are to be reduced by a percentage equal to
the ratio of the states rates to the Agreements rates.

10 Special working conditions
Comment: Unskilled workers and apprentices are given the same allowance as skilled workers.
A. Dirty work allowance
An allowance agreed upon between the company and employee in question is payable for work to be carried
out in especially dirty conditions. The allowance payable is to be agreed upon before the work starts.
Normal conditions in connection with the construction and rehabilitation of all types of facilities do not trigger a
dirty work allowance.
The dirty work allowance is payable for the number of hours that the employee works under the various
conditions. In the case of work where oil clothes, Wellington boots, rubber gloves, etc, are required, the
company is to pay for these.
Dirty work allowance I:
A minimum of 4 % of 3 A for skilled workers
Examples of application:
- In the case of work on buildings or machinery that are covered with oil or suchlike
- In the case of fire-sealing work where fire retardants are used

23

Dirty work allowance II:
A minimum of 8 % of 3 A for skilled workers
Examples of application:
- In the case of work in cold-storage rooms that are in operation
- In the case of clearing up/repair work following a fire in electrical installations
- In the case of work in mines
- In the case of rehabilitation and demolition work where the conditions are extraordinarily
dusty/sooty/greasy/foul-smelling
- Tunnels that are or have been in operation.
Dirty work allowance III:
In extreme cases, a separate agreement may be entered into.
B. Repair and construction work on board ships:
1. A 9,5 % supplement to the 3 A wage is payable for work on board cargo ships and on deck following the
loading and unloading of cargoes of coal. The supplement is also payable for work on board ships, in
cargo holds and on deck after the loading and unloading of unpackaged fish and for work on board ships
following fishing or hunting operations where the conditions are comparable to the aforementioned. These
supplements are paid until the ship has been cleaned in its cargo holds and on deck.
2. A 12,9 % supplement to the 3 A wage is paid for work in engine rooms where checker plates have been
removed or where the main engines are being overhauled.
3. For work on ships that have broken down and which are not covered by items 1 and 2, a dirty work
allowance that corresponds to the above stipulated percentage rates is to be paid.
4. The above dirty work allowance does not include repairs to machinery and devices when the work is
carried out in a workshop on shore. A supplement may be agreed upon for cleaning machinery that is
particularly dirty.
C. Special rules for looking after safety
1. If work is to be performed that may involve a particular danger to life and health, written instructions shall
be prepared concerning how the work should be performed and precisely which safety measures will be
undertaken.
2. Performance-related pay cannot be used for work that is performed with respect to point 1. Such work
shall be paid in accordance with the fixed-wage scheme 3 E.
Work at great heights
In the case of work at great heights, approved scaffolding, lifts or other hoisting arrangements (cf. the safety
rules for scaffolding, etc) shall be used. For work from a lift, mobile crane or overhead travelling crane a 5,5 %
supplement shall be paid to the 3 A wage for heights of 7-12 metres, and a 9,5 % supplement shall be paid to
the 3 A wage for heights of 12-30 metres. For heights in excess of this, agreements are to be reached. For
work on factory pipes and church spires (lightning conductors, etc), a separate agreement is to be reached.
Comment:
No supplement is given for work on approved scaffolding, including travelling scaffolding.

24

D. Onshore and inshore work
The parties agree that the normal working conditions in the shafts and on the rest of the platform during
onshore and inshore work is the basis for assessing whether a dirty work allowance is to be paid. Especially
dirty conditions that deviate from what is normal are to be paid for according to the site agreement. Examples
of this are: spraying concrete on bulkheads, loading trickling ore, repairing fire damage, etc. As regards work at
great heights, the parties agree that the guidelines stipulated in 10 C, item 3, of the National Agreement are to
apply to periods approved for the work to be carried out from a crew chair in a safety harness, etc.

11 Holidays
1. Holidays are to be granted in accordance with the Norwegian Holidays Act.
2. Holiday pay accrued during the previous accrual year is to be paid on the last normal payday before the
holiday, although at the latest one week before the holiday is to be taken. Should the employee leave the
company, the holiday pay accrued is payable on the employees last normal payday. The pay statement
shall state how the holiday pay has been calculated. Disbursement of the holiday pay may be postponed
until the last working day if the employee has a variable wage.
3. Employees with a previous period of service with the company of at least three months accrue the right
to holiday pay for up to three months in the case of mandatory service in the Armed Forces, Civil
Defence or Home Guard pursuant to the provisions in section 10, item 5, a, b and c of the Holidays Act.
The Norwegian National Insurance Scheme pays holiday pay on sickness benefit, cf. section 10, item 4 a
of the Holidays Act. Pursuant to section 10 of the Holidays Act, the main organisations have agreed that
holiday pay for such absences is to be calculated on the basis of the same earnings rates as have been
calculated in the individual company for use when paying wages for 1 and 17 May.
4. Statutory extra holiday for elderly employees. It is a prerequisite that the employees wishes regarding
when to take the extra holiday are complied with in so far as possible. However, the main organisations
agree that elderly employees cannot demand to take the extra holiday at a time that creates particular
difficulties for the production work or the systematic taking of holidays by the companys overall
workforce. Where this is the case, the company is entitled to require the employee to choose a different
date to take his/her extra holiday.
5. Regarding the fifth holiday week, refer to annex 10.

12 Allowance for public holidays and 1 and 17 May
The A scheme
Instead of earnings, workers that are paid by the week, day, hour or job who are not in ordinary work on the
days stated below are to be paid an allowance according to the following rules:
I The allowance
1. The allowance is payable for New Years Day, Maundy Thursday, Good Friday, Easter Monday, Ascension
Day and Whit Monday, and for Christmas Day and Boxing Day when these fall on a weekday that would
otherwise have been a normal working day according to the companys fixed working arrangements.

25

2. With reference to section 3 of the Act of 26 April 1947 regarding 1 and 17 May, the organisations agree
that the rates for 1 and 17 May are to be coordinated with the rates for public holidays. The allowance for
public holidays and payment for 1 and 17 May shall, within the individual company and for adult
employees, be determined according to a group calculation method unless the parties agree to determine
the allowance correspondingly in the companys average hourly earnings for all employees. These
provisions do not prevent the parties in the company from agreeing on a different payment scheme.
Comment:
The basis for the companys average hourly earnings includes fixed allowances such as the skilled worker
allowance, the foremans allowance and the out-of-town allowance. All fixed allowances are to be included
when determining the companys average hourly earnings, including shift allowances, internal company
allowances, skilled workers allowances, foremans allowance, out-of-town allowance, inshore allowance,
piecework wages, bonuses, dirty work allowance, allowances for work carried out at great heights, and
offshore allowance. An exception to this is the allowance for shortened working hours provided the public
holiday allowance is calculated by the total wages payable being divided by the amount of time actually
worked.
3. The previous 3
rd
quarter is used as the calculation period for the public holidays during the Christmas and
New Year period. For the other public holidays and 1 and 17 May, the 4
th
quarter is used. These
provisions do not prevent the parties at the company level from agreeing on a different calculation period.
If, within the scope of the agreement, general allowances are granted during the period following the
calculation period, these are to be added when the allowance is paid.
4. The allowance is payable for the number of hours that would have been the ordinary working hours on the
day in question. The allowance is to be reduced proportionately if, according to the companys prevailing
working arrangements, the working hours have been reduced on the weekday in question. A deduction in
the allowance is to be made for any daily allowance, etc, that the worker receives for the day in question
from the employer or a social security institution and which is fully or partially financed by a mandatory
contribution from the employer.
5. For young workers and apprentices, male or female, the payment is to be calculated as being equal to the
average hourly earnings in the company for these workers as a whole, unless the parties agree on a
different method of calculation.
6. For workers at companies that practise fixed-wage systems, an allowance calculated according to the
individuals hourly earnings during the week when the festival or public holiday takes place is payable.
7. For weekly paid workers, there is to be the opportunity to agree that they, instead of an allowance
according to the above rules, are to retain their full weekly wage also in weeks containing public holidays
or 1 or 17 May.
Comments:
a) In addition to the payment the worker in question is to receive according to the Agreement, shift workers
are to be paid NOK 30 for each full shift they have worked on public holidays that fall on an ordinary
weekday. Up to three shifts are counted for each public holiday. As a rule, the period is counted from 10
pm prior to the public holiday in question to 10 pm on the public holiday or the last public holiday. The
above provisions apply to the extent that the following days fall on an ordinary weekday: New Years Eve,
Maundy Thursday, Good Friday, Easter Monday, Ascension Day, Whit Monday as well as Christmas Day
and Boxing Day. Holiday pay is to be calculated on the abovementioned NOK 30, but shift and overtime
percentages are not.
b) Shift workers who lose shifts prior to public holidays due to the working hour regulations stipulated in the
Working Environment Act are to be paid an allowance for these shifts as if they took place on a public
holiday. If a part of the shift on these days is lost, the allowance is to be in proportion to the time lost by the
employees.

26

II Accrual rules
Employees who have been employed by the same company for a continuous period of at least 30 days prior to
public holidays, or who are employed later if the work is of at least 30 days duration, are entitled to the
allowance. As regards this accrual, the three public holidays at Easter are regarded as one unit and the two
public holidays at Christmas are counted together with New Years Day as one unit. For 1 and 17 May, the
rules stipulated in section 3 of the Act of 26 April 1947 relating to 1 and 17 May apply.
III Rules regarding the loss of the allowance
1. The right to the allowance is lost if the worker is off work on both the working day before and the working
day after the public holiday. The right to the allowance is not lost if a day off before and a day off after the
public holiday have been agreed upon with the employer.
2. The right to the allowance is also lost if the worker neglects his/her work on either the working day before
or the working day after the public holiday, unless the absence is due to time off work with the employers
consent, a holiday, proven illness, the employee carrying out duties as an employee representative, or
other grounds that are not the employees fault.
3. The right to the allowance is not lost for public holidays and 1 and 17 May that fall within the period when
the worker is on holiday or is temporarily laid off due to a shutdown of operations, but the rules above are
to be complied with in so far as concerns absences from work on the last working day before and first
working day after such a holiday/layoff period.
4. Should an employee who has been employed by the company for a continuous period of at least five
years be dismissed without this being due to circumstances for which he/she is liable, and the period of
notice expires on the last working day in April or December, the employer shall pay him/her the allowance
for 1 May or 1 J anuary respectively.
IV Disbursement
The allowance is to be paid at the latest on the second payday after the public holiday. For those public
holidays that are counted as one unit, it is to be paid at the latest on the second payday after Easter Monday or
New Years Day respectively. Should the employment relationship come to an end prior to this date, the
allowance is to be paid together with the final settlement.
V
The allowance is counted as being part of the employees earnings and is to be included when calculating
holiday pay. It is not to be included when calculating the overtime premium.

13 The sick-pay scheme
The company shall advance sick pay where there is a valid medical certificate permitting sick pay in
accordance with the National Insurance Act. Beyond the employer period advancement is limited up to the
refundable amount according to the National Insurance Act, as of today 6G unless local agreement do not say
otherwise. The employer pays full salary during the employer period according to current regulations.

27

14 Short-term compassionate leave
Such leave shall be entered into in the companies.
The schemes shall at least cover the following compassionate leave cases:
1. Leave in the case of a death or to take part in the funeral of a member of the immediate family. By
immediate family is meant those who are closely related to the employee, such as a spouse/cohabitee,
children, sibling, parent, parent-in-law, grandparent or grandchild, and leave for the funeral of an employee
so that the employees in the person concerneds department can be represented.
2. Leave in order for the employee to be examined, treated and receive a check-up by a dentist or physician,
and treatment by a physiotherapist or chiropractor following a referral by a physician.
This relates to cases where it is impossible to get an appointment outside working hours. In some cases,
the employee may also have to travel a long distance. Such cases are not covered by the provisions,
which only apply to short-term compassionate leave. In addition, the employee will in the latter case
usually be off work sick.
3. Leave for the rest of the working day in those cases where the employee has to leave the workplace due
to illness.
4. Leave due to an acute case of illness in the home. This refers to an acute case of illness in the home,
provided that other help cannot be obtained and the employees presence in the home is unconditionally
necessary. The regulations regarding short-term leave also apply here so that the employee can make
other arrangements.
5. Leave for a spouse/cohabitee when this is necessary in connection with a birth in the home or in the case
of admission to a hospital.
6. Leave when moving to a new permanent place of residence.
7. Leave in connection with giving blood provided it is difficult to do this outside working hours. The parties in
the individual company are to agree on further details regarding the guidelines for how to practise the
scheme.
8. Leave to accompany a child to kindergarten for the first time and to school for the first time.
9. Women who are breast-feeding a child are entitled to the time off they need for this, with a minimum of half
an hour twice a day, or they can demand to have their working hours reduced by up to one hour per day.
Payment for this is limited to a maximum of one hour a day, and ceases when the child reaches the age of
one year.
10. Compassionate leave is granted for the employees own childrens confirmation, but the individual
employee must himself/herself notify the company in writing of when this is to take place.
11. Leave when parents are invited to conference hour in primary schools, and this cannot be done outside
working hours. Such leave is granted for up to two hours.
12. Leave for attendance at the medical board.
Comment:
- By cohabitee is meant a person who has had the same residence as the employee for at least two years
and has been registered in the National Population Register as having the same address as the employee
for the same period.
- By short-term compassionate leave according to the above rules is meant leave for a necessary amount of
time, up to 1 days duration, for which the employee is paid his/her ordinary wage.

28

15 Adjustment regulations for the 2
nd
year of the agreement
Before the end of the first year of the agreement, negotiations shall be held between the Confederation of
Norwegian Business and Industry and the Norwegian Federation of Trade Unions, or the body authorized
by the Norwegian Federation of Trade Unions, of any salary adjustments for the 2nd agreement year. The
parties agree that negotiations shall be based on the financial situation at the time of negotiations and
predictions for the second year of the agreements as well as price and wages development during the first
year of the agreement.

The changes to the collective agreement for the second year of the agreement are to be decided on by the
Norwegian Federation of Trade Unions executive committee, or the body authorised by the Norwegian
Federation of Trade Unions, and the Confederation of Norwegian Business and Industrys executive board.
Should the parties fail to agree, the organisation that has submitted the demand may, within 14 days of the
end of the negotiations, cancel the individual agreement by giving 14 days notice of this (although the
agreement cannot expire before 1 April 2011).

Adjustment provision Technical Contractors Association, Norway Electricians and IT Workers Union
Fixed hourly wage rates and piecework multiplier will be adjusted as at 1 May during the intervening year in
the period the collective wage agreement is valid in relation to the trends in wages in Statistics Norways
statistics for adult workers in total from the prior year. The adjustment shall however at a minimum
correspond to any possible supplement that is agreed upon between Confederation of Norwegian Business
and Industry - the Norwegian Federation of Trade Unions.

Comment:
It is assumed that Statistics Norways index is more or less the same as columns 6+9 of the previous
Confederation of Norwegian Business and Industry statistics.

16 Entry into the minutes of the Agreement
1. Electromechanical repair workshops
This National Agreement and Part 1 of the piecework pay scale are made applicable to electromechanical
repair workshops, although such that no normal wage rate is to be determined for work carried out in these
companies workshops. However, this shall not be used to lower the general wage level. This provision
does not apply to companies that are covered by the provision in the Order in Council of 5 February 1965.
Apprentices in electromechanical repair workshops are subject to the training provisions that have been
determined for this professional group. Otherwise, refer to 1 of the National Agreement.
2. Regulations
The company shall place at the employees disposal any relevant laws and regulations, such as the
regulations and norms that are necessary and which the fitters are ordered to comply with in the
companies internal controls. The fitters and apprentices are responsible for updating the regulations on
the basis of the supplements handed out.
When revising and modifying these, companies shall give employees the necessary training. Cf. LOK
5.3, last sentence.
3. Safety work
a) The parties agree on the necessity of contributing to the safety work functioning as intended, for
example by supporting the annual training of and information to the safety representatives. The parties
agree that a collaboration regarding safety and environmental questions is to be established in the
Technical Contractors Association, Norway/Electricians and IT Workers Union in order to later be
able to assess the need for a common industrial committee for this area.

29

b) Regarding first-aid equipment, refer to the guidelines stipulated in the regulations issued by the
Directorate of Labour Inspection.
c) Guidelines for dining, laundry and changing rooms as well as for sanitary conditions.
Refer to the Directorate of Labour Inspections regulations:
I. Before a project relating to new construction work or major modification work begins, the company
undertakes to allocate to the employees a dining and rest room that has satisfactory heating so
that they can stay there during their rest periods.
Standardised mobile temporary housing may be used for the abovementioned purposes. The
room must be lockable and the company undertakes to keep the room properly clean.
II. Apart from the dining and rest room, the company undertakes to arrange for a changing and
laundry room where it shall be possible during rainy weather or when the nature of the work
makes this necessary to dry work clothes and footwear. This room shall be lockable so that
travel clothes and work clothes may be kept there.
III. In connection with the abovementioned rooms, there must be a toilet for each 20 employees when
there are urinals.
IV. For other work, the company shall, as soon as the conditions allow, ensure there is a place for
meal breaks where the employees can change and wash themselves and have access to toilets.
Comments:
With reference to section 10-9 of the Working Environment Act, the following are satisfactory:
- Cafs are satisfactory eating places.
- In private homes, any room that is heated, clean, tidy and adequately lit and provides an
opportunity to sit properly at a table is to be approved as a satisfactory dining room.
- Customer companies (industry). Canteens and dining rooms.
- In institutions such as churches, schools, hospitals, establishments, etc, existing dining
rooms/canteens must be regarded as satisfactory dining rooms.
The guidelines apply until the Directorate of Labour issues any regulations regarding the construction
industry.
4. Mechanics and welders
In the case of installation work involving extensive ironwork, the firms may need to hire mechanics and
welders to carry out this work. Skilled workers are to be paid according to 3, skilled worker wages, and
are to take part in the joint piecework according to the Agreements provisions. The criterion for being
acknowledged as a skilled worker is a passed qualifying examination in accordance with the Training Act
following a completed apprenticeship under contract, or work experience in accordance with the Act.
5. Service electronics engineers and electrical repairmen
Refer to annex 4.
6. Cooperation on safety
The Technical Contractors Association, Norway and the Electricians and IT Workers Union underline the
need for safety when carrying out work on electrical facilities and equipment. The parties will therefore
undertake to inform each other of communication with and activities relating to the authorities or other
organisations. The parties are also prepared to cooperate on issues relating to the regulations governing
this area.

30

7. Industry statistics
The parties agree that there is a need for separate wage statistics for the industry. The statistical basis for
the situation as at 31 December of each year is to be submitted by the end of the 1
st
quarter of the
subsequent year at the latest. The Technical Contractors Association, Norway is responsible for obtaining
the statistics.
The statistics will be set up on a county-by-county basis.

The industry statistics shall include the following:
- Total fixed wages skilled workers
- Total fixed wage hours for skilled workers
Total productivity-based wages for skilled workers
- Total productivity-based wage hours for skilled workers
- Total variable allowances skilled workers
- Overtime skilled workers
- Sick leave percentage for companies covered by the National Agreement
- No. of man-labour years for companies covered by the National Agreement
All the abovementioned parameters, with the exception of the registration of the number of employees and
sick leave, are to be based on skilled workers. The union representatives at the individual company are to
be given a copy of the companys statistical material and an opportunity to discuss this. The
abovementioned statistical material is confidential information.
8. Tools and work clothes
The company undertakes to at all times provide the individual employee with the necessary, expedient and
practically usable tools and work clothes.
9. Fee for administering the piecework pay scale schemes
For each wage period, the companies are to pay an amount equivalent to 0.3% of the total wages covered
by the National Agreement. This amount is payable to the Electricians and IT Workers Union and, at the
time when the scheme is established, it has been deducted from 3 A by the amount of NOK 0.36.
Documentation
The Technical Contractors Association, Norway is to be sent an auditor-certified report showing how the
funds have been spent by 30 J une of each year. These accounts are to be kept separate from the
Electricians and IT Workers Unions other accounts. Significant deviations from estimated deduction
amounts entitle the parties to require changes to be made.
10. Immigrants
The parties agree that, both centrally and locally, efforts must be made to make conditions suitable so that
immigrants choose to a greater extent to work in the electrical industry. On this basis, therefore, the parties
at a local level should discuss the companys relevant problems relating to the recruitment of immigrants,
such as practical adaptations and questions relating to attitudes.
11. Mandate of the piecework committee
Goal:
The overall goal of the committee is to always have a piecework list which is correct with regard to pricing.
A permanent productivity wage committee is appointed with 3-3 representation. The parties may summon
experts when necessary. The committee shall attend to the piecework tariff item 140-15 and shall each
year by 30 April submit new prices and materials which are added to the list.
If necessary, time studies will be conducted according to given criteria prepared by the committee.
The principle of price determination is performed according to the piecework tariff item 135-10.
12. Subcontracting work
The parties agree that it is important to make an effort for the industry to become as attractive and serious
as possible. Where own staff is insufficient, various measures should be discussed including the option
to increase the number of permanent employees, cf, the Main Agreement 9-3.
The parties are committed to preventing social dumping and to meet the challenges entailed by an
international market and free movement in the labour market and service market in a good way and in
accordance with Norwegian legislation and agreements as well as international regulations.

31

If the company wishes to subcontract parts of the work, there should be negotiations with the company
union representatives in advance, cf. the Main agreement 9-3.
The protocol should state the staffing need, the reason for not hiring, as well as the extent and duration.
The company management shall, upon request, demonstrate to the union representatives that
subcontractors have proper wages and working conditions. Wages and working conditions perceived as
unreasonable by company union representatives compared to central collective agreements can be
discussed with the company.
Upon the union representatives' request, the company shall inform the union representatives of how
arrangements are made for employees of the subcontractor working temporarily for the company have
living and working conditions in accordance with 9 i.
If subcontracting the work means that the company must dismiss or lay off permanent employees,
subcontracting the work may violate 15-7 of the Working Environment Act and 8-1 no. 1 of the Main
Agreement. The union representatives may require negotiations on this.
13. Maternity or paternity leave
In connection with local wage negotiations, the company shall also conduct a wage evaluation of
employees who are absent due to maternity or paternity leave.

14. Care leave according to the Working Environment Act 12-3 gives the right to ordinary
wages during leave.
(Legal text of the Working Environment Act 12-3: In connection with the birth, the father has the right to a
two week leave to assist the mother. If the parents do not live together, the right to leave can be exercised
by another assisting the mother.)

15. Personal integrity in working life
Implementation of electronic systems collecting and storing data on individual employees or his or her
movements, for example implementing a system to monitor the car fleet, shall be discussed in accordance
with MA 9-13 and additional agreement IV. One shall also discuss who will have access to the collected
data, their use, how they are to be stored and how long they are to be stored.

17 Hiring in and out of workers
Within relevant professional areas, the hiring in and out of workers shall take place according to the
following rules:
1. The hiring in and out of workers is to be discussed with the union representatives according to the
provisions stipulated in 9.3 of the Main Agreement and in accordance with the regulations
governing the hiring in and out of workers, section 14-13 of the Working Environment Act.
2. Workers shall only be hired in from companies that are approved training companies and which
themselves are producers, so that the company meets the requirements stated in section 14-13, No.
1, of the Working Environment Act (a maximum of 50 per cent of a companys own permanent
employees can be hired out). The parties can make an exception from point 2 for foreign
companies.
3. If the company hiring in workers pays its employees a productivity-based wage, the hired-in workers
shall take part in this form of remuneration.
4. In the case of fixed-wage work in accordance with 3 E of the National Agreement in the company
hiring in the workers, the company hiring out the workers may use its own fixed-wage agreements
provided these have been entered into in accordance with 3 E of the National Agreement.
Otherwise, the working conditions shall comply with the agreement regarding the facility/project.

32

5. Worker may only be hired in or out between companies that have proper wage and working
conditions. For such hiring in, the company must upon request by the union representatives
document the wages and working conditions that are applicable in the enterprise where the hired in
workers shall work within the area of applicability of the National Agreement, cf. 1.
6. In the case of workers hired in from abroad, the company hiring out the workers shall confirm in
writing that the agreement regarding the facility/project is to be used as the basis for the work
assignment.
7. If under 10 per cent of the employees within the professional area are hired in, the matter is to be
discussed with the union representatives. If more than 10 per cent of the employees within the
professional area are hired in, this shall be agreed upon with the union representatives.
8. When leasing electricians, the company shall upon request submit an overview of necessary
professional qualifications and FSE training for leased personnel.
Comments:
To item 4: Paying foreign employees means that the company has to adapt the wages to the provisions of 3
E of the National Agreement.

33

Annex 1 Improvement of expertise, development centre, etc. The electrical
industrys development centre (ELBUS)

1. The main objectives of ELBUS are to improve the expertise of the industrys skilled workers and other
employees, to spread knowledge of research and development work and to contribute to the
companies organisational development.
2. ELBUS is intended to help improve the further training in the industry. This is to be achieved by supporting
regional cooperation between the parties. Support may be given to regionally agreed further education
measures on which the Technical Contractors Association, Norways and the Electricians and IT Workers
Unions local organisations agree.

ELBUS is organised in the following manner:
ELBUS has its own board and its own articles of association

In order to ensure efficient use of the funds in relation to the individual needs of the parties and the
purpose of the arrangement, the funds that are received by ELBUS are divided between the parties:

The funds shall be used in line with the purpose described above in points 1 and 2.

Each of the parties will report their own activity and accounts to the board:

The parties should prioritise grants for, and co-operation on, projects in which they have a mutual
interest

34

Annex 2 Joint statement by NELFO (the Norwegian Electrical Contractors
Association) and NEKF (the Norwegian Federation of Electricians
and Power Stations) regarding 9 of the National Agreement

Section 9 of the National Agreement only applies to employees who cannot stay the night in their own homes.
Normally, therefore, 9 has usually been applied when a company has undertaken an assignment that is far
from the place of employment (the company) and when the employees live near to the place of employment. In
addition, over the past few years, there have been several cases where the company has agreed to the
employee living far from the place of employment (the company) because the work assignments in question,
such as in the offshore sector, also take place far from the company. Here, the requirement of a residence
near to the company has been of little or no relevance. Experience has shown that situations arise in which the
company does not get work assignments that are far from the place of employment (the company). If this
situation is of a permanent nature, the parties agree that a change of residence may be stipulated as a
prerequisite for further employment. Such matters shall be discussed with the union representatives in
accordance with the Main Agreements intentions. In such cases, compensation pursuant to 9 shall be given
for work tasks during a transitional period. The transitional period applies until the employee has moved or the
statutory period of notice has expired. If the situation is such that there are fewer jobs away from the place of
employment for a short period, e.g., 3-6 months, it may be relevant to enter into a separate agreement
regarding work at the company (the place of employment) in order to avoid dismissing or laying off the
employees who cannot or do not want to move home. Such an agreement with individual employees that is
approved by the union representatives is intended to enable the employee to be employed by the company
during this period through the company assisting in finding temporary accommodation and without 9s
provisions being applied. It is specifically stated that such an arrangement is voluntary and presumes
agreement by both parties. Claims for a daily allowance and other travel allowances have in individual cases
also been submitted by employees who are employed to work in the immediate vicinity of the place of
employment but who live at distances that require them to stay the night away from home.
These are matters that are basically not covered by 9 unless the company has previously agreed to the
distance by a daily allowance and other travel allowance being paid or by the relationship to 9 being clarified
in the employment contract. The parties in the individual companies are requested to establish a practice and
an employment relationship for each employee that is in accordance with the organisations intentions and
interpretations that are presented here. It is also of the greatest importance that disparate treatment is avoided.
In this context, the organisations will regularly obtain information on how this agreement is interpreted and
complied with.

35

Annex 3 Agreement regarding guidelines for percentage deductions of union
dues
- deduction agreement between the Confederation of Norwegian Business and Industry and relevant
national associations and the Norwegian Federation of Trade Unions, represented by the Electricians
and IT Workers Union.
1. Basis
1.1 The agreement regarding deductions of union dues as a percentage of wages is based on the provisions
regarding this stipulated in 11-3 of the Main Agreements entered into between the Norwegian
Federation of Trade Unions and the Confederation of Norwegian Business and Industry.
2. Information
2.1 It is a prerequisite that the information made available regarding the individual employee and individual
company is not used in any context other than in connection with a deduction of union dues.
3. Those for whom deductions are to be made
2.1 The Electricians and IT Workers Unions local branches or societies are responsible for keeping the
company up to date about those for whom union dues are to be deducted and for following this up. The
company is to be notified of new members or members who withdraw from the union on separate,
standard notification forms.
2.2 Deductions for new members are to be made as from the first possible deduction period (wage payment)
or after written notification has been given.
3.2 Deductions for members who have withdrawn from the union are to stop as from the wage period after
written notification has been given by the Union, branch or society.
4. Carrying out the deduction
4.1 The dues are to be deducted by the company from each wage payment.
The amount deducted is to be transferred each month.
4.2 The percentage to be deducted is to be calculated on the entire accrued basis of calculation in each pay
period (including piecework subsequent payments and holiday pay).
The basis of calculation is the employees gross wages that are stated under code 111-A and the taxable
expense allowances, etc, in the pay and tax statement. Exceptions to this are fees in excess of the
normal fees to members of the board and corporate assembly, and gifts to show appreciation.
4.3 The estimated dues are to be deducted with priority after tax deductions, pension premiums,
contributions to the information and development fund and the low-paid fund, and spouse/child
maintenance contributions.
4.4 When transferring the dues to the Electricians and IT Workers Union, pre-printed bank giros that are
sent to the company are to be used. Companies that print out payment forms from their own computer
systems must include the company identification stated on the forms that are sent out. The union society
is to be given a copy of the giro that has been used to make payments to the Electricians and IT
Workers Union.
5. Deductions
The company shall, either on its own or through a bank, deduct the union dues and insurance premium if
this is part of the membership when the union representatives or if these have not been elected the
Electricians and IT Workers Union or its branches so require. The Electricians and IT Workers Union or
its branches shall notify the company of the rates that are to be used when deducting the union dues and
insurance premiums.

36

The individual companys union society can decide that additional dues are payable to the society. The
society dues are to be deducted together with the normal dues by the union dues rate being increased.
The date for establishing or changing the society dues is to comply with the rules stated in item 5.4.
5.2 The union dues that have been deducted are to be transferred to the stated account number in the
Electricians and IT Workers Union.
5.3 In those cases where the companys union society has decided to introduce additional union dues for this
society, this amount is to be transferred to a stated account number in the society.
5.4 Changes in the percentage rate may take place as from 1 J anuary or 1 J uly provided one months written
notice of this is given.
6. Several branches
6.1 If the Electricians and IT Workers Union at the same company has members from several branches, the
company is to deduct the union dues for all the branches. If the branches decide to introduce additional
union dues for their own areas and the company cannot undertake to deduct different union dues rates
for the various branches, the branches are to agree on a common rate which is to be notified to the
company.
The Electricians and IT Workers Union may leave it up to one of the branches to represent the union
with regard to the company. The branch that has been authorised to act on behalf of the Electricians and
IT Workers Union is responsible for the company being made able to group the members according to
their branches in the deduction lists.
7. Deduction lists - notifications
7.1 The company shall report the deductions made by regularly sending deduction lists. These deduction
lists, stating the deduction period, are to contain:
The employees date of birth/national ID No. (11 digits) and membership No. or work No. if this is used
as a member number
Name
Amount deducted
Notifications, which should include the following:
New members during the period Members who have withdrawn during the period Those starting or
finishing their initial period of compulsory national/civilian service - Deaths Any other notifications on
which the parties to the collective wage agreement agree.
If computerisation makes it possible or the parties in the company so agree, the following notifications
may also be included:
Those starting on or finishing layoff periods or unpaid leaves of absence of at least five days duration
in excess of the employer period.
Those starting to receive or no longer receiving payments from the social security office
gross wages deducted so far transition to invalidity benefit/pension, retirement pension or
contractually agreed early retirement pension
The employees are to remain on the deduction lists as long as they are members of the Electricians and
IT Workers Union and have an employment relationship with the company.
7.2 The deduction lists are to be sent to the branch and company union society each month unless otherwise
agreed.
In those cases where sending deduction lists to several branches creates practical problems, the
organisations are to discuss other solutions.
7.3 As regards employees on sick leave, the company shall, after the expiry of the employer period, notify
the social security office of any deductions of union dues to be sent to the Electricians and IT Workers
Union.

37

7.4 The Electricians and IT Workers Union or its branches and the Norwegian Electrical Contractors
Association or the individual company may agree to the deduction lists information being provided
electronically.
7.5 To facilitate the work for those companies that do not use computers, the Electricians and IT Workers
Union will if so ordered supply standard deduction lists that can be used for reporting.
8. Adaptation
8.1 For companies that for technical reasons cannot fully comply with the guidelines, the necessary
adaptations or transitional schemes are to be agreed upon in consultation with the parties to the
agreement.
8.2 If the company deducts union dues for employees who are organised in other unions, it is presumed that
reports will be coordinated in consultation with the organisations.
9. Duration and cancellation
9.1 The parties may cancel this agreement by giving one 1 years notice of this in writing.

38

Annex 4 Service electronics engineers and electrical repairmen
skilled workers - the National Agreement is to be applied as
follows:
1. The Agreement covers the companys permanently employed skilled workers.
2. a) By electrical repairman is meant those who meet the requirements regarding electrical repairmen
pursuant to the prevailing educational requirements.
b) By service electronics engineer is meant those who have passed the qualifying examination after
completing an apprenticeship in accordance with the provisions of the Training Act. This applies to
both those who have completed an apprenticeship in a company and those who have been trained in
a three-year course at upper secondary school. Similarly, service electronics engineers are counted
as those who, after passing the qualifying examination, have been authorised or who meet the
minimum requirements as to service electronics engineers stipulated by the industrys organisations.
c) With regard to apprentices, the training provisions are to be complied with in accordance with the
Training Act.
3. a) As regards wages, refer to 3 A, C, E and 4 E.

39

Annex 5 Dealing with disputes between the organisations

1. The organisations secretariats are to hold regular meetings, preferably once a week, to deal with disputes
that have been submitted, and other matters that can be dealt with/clarified by the secretariats jointly.
2. Organisational meetings between the Technical Contractors Association, Norway/the Electricians and IT
Workers Union must be arranged at the latest one month after the dispute has arisen at the corporate
level. The companys parties undertake to send the minutes of the meeting to their respective associations
as soon as the meeting has been held and the minutes have been signed.
3. In the case of any disagreement between the organisations, the party that wishes to take the case further
must do so within one month of the organisational meeting being held.

40

Annex 6 Action programme between LO and NHO
Equality between men and women

Introduction
The Basic Agreement between LO and NHO, supplementary agreement II, framework agreement on equality
between men and women in working life, stipulates that the parties shall take the initiative for measures and
activities that can promote equality.

The agreement states, for example:
"It is recommended that joint equality work under the direction of LO-NHO gives priority to seeing the
relationship between working life, gender roles in the labour market, promoting the participation of women in
decision-making processes and the preparation of tools for tackling gender-based pay differences."

LO and NHO agree on a joint action programme that includes measures in several areas to follow up the
objectives:

Action programme
The central organisations will undertake responsibility for action to bring about structural and cultural changes
through active measures by means of the following activities/measures:

Local equality agreements and projects
If the local parties desire an equality agreement at the enterprise level or the implementation of specific equality
resolutions, the central organisations can provide advisory services.

Working life family policy
The central organisations will seek a parental leave scheme that promotes equality.
The central organisations will seek a family policy that balances family and working life considerations.

Equal pay
J oint measures for the follow-up of individual elements in the Equal Pay Commission's report and any
measures initiated in collective wage bargaining.

Full/part-time
The parties will seek to gather knowledge of the parties' wishes and needs locally, and increase awareness and
attitudes on women's relationship to working life.

Job transfers between the sectors
The central organisations will initiate a survey of and/or research on barriers in relation to job changes from the
public to the private sectors and from the private to the public sectors.

Training and recruitment the gendered study and career choice
Measures in relation to the training offices and advisory services.
Recruit more women to managerial positions Female Future.
Make HF projects such as "J enter i bil og elektro [Girls in cars and electrical trades]" more visible and
challenge several indus-tries to gather experience and launch similar initiatives.
Motivate untraditional career choices.

Joint information
The parties will cooperate jointly on the development of joint information for the promotion of genuine equality
between women and men.

The central organisations shall make an assessment of cooperation within the equality area within 2 years from
the implementation of this action programme. This assessment shall form the basis for further cooperation and
new measures in the area.
The parties make reference to the Basic Agreement between LO and NHO, supplementary agreement II
framework agreement on equality between men and women in working life, in addition to work on equality on
the websites of LO and NHO: www.lo.no and www.nho.no.

41

Annex 7
AGREEMENT

on an Information and Development Fund established by
the Confederation of Norwegian Business and Industry and
the Norwegian Confederation of Trade Unions

(Last change in 2008)

1 Purpose
The purpose of the fund is to implement or support efforts to promote information and education within the
Norwegian working life.

2 Instruments
The information and education offers, including courses and schooling, shall among other things aim for
1. modern schooling of union representatives with particular focus on productivity, environment, economics and
collaboration issues,
2. educating managers and employees within the same areas as mentioned in item 1,
3. preparing, facilitating and developing training efforts,
4. through various efforts, contribute to the increased creation of values, promote good collaboration within
individual companies.

3 Funding
A simplified collection model has been established where the number of employees forming the basis for
calculating the premium is determined from the information the company has given to the National Insurance
Office's employee/employer registers with the following categories:
Group 1: From 4 hours/week to 20 hours/week
Group 2: From 20 hours/week to 30 hours/week
Group 3: From 30 hours/week and up

Companies pay the premium in arrears every quarter at the following monthly rates.
Group 1: NOK 15.-
Group 2: " 25.-
Group 3: " 44.-

Employees who fall under the Main Agreement for workers between the the Norwegian Confederation of Trade
Unions and the Confederation of Norwegian Business and Industry, are obligated to pay NOK 3.25 per week.

The amounts are regulated by the Secretariat of the Norwegian Confederation of Trade Unions and the
Working Committee of the Confederation of Norwegian Business and Industry according to the
recommendations of the Fund Board, cf. 5

4 Collection of premium
The premium mentioned in 3 is to be paid quarterly to the Common Office for the Federation schemes.
Premium payment shall cover the company's total obligations to all IE funds.

5 Administration
The Fund is governed by a board of 6 members where the parties appoint 3 each. The position of chairman
alternates between the Norwegian Confederation of Trade Unions and the Confederation of Norwegian
Business and Industry for one year at a time.

6 Use and distribution of the funds
The Fund Board determines each year the amounts to be allocated in advance for the common purposes they
desire to support. Other funds are allocated - with one half to each party - by special committees appointed by
each of the two main organisations. Special regulations are established for these committees' activities.

42

The Confederation of Norwegian Business and Industry and the Norwegian Confederation of Trade Unions
keep each other informed mutually of the special committees' plans for the use of the funds and what measures
have been taken.

All companies contributing to the fund shall according to further specified regulations be able to participate in
efforts funded by the Fund.

7 Accounts and annual report
The Fund's fiscal year is the calendar year. AT the end of each fiscal year annual accounts are prepared and
revised by a Certified Public Accountant. The accounts are sent with the annual report to the Confederation of
Norwegian Business and Industry and the Norwegian Confederation of Trade Unions.

8 Dissolution
Should the Fund be dissolved, the balance of funds accrue to the Confederation of Norwegian Business and
Industry and the Norwegian Confederation of Trade Unions so that each organisation receives the amount it
was entitled to dispose according to 6 of the agreement. The remaining funds must be used in accordance
with 2 of the agreement.

9 Entry into force
This agreement enters into force on 1 October 1970 and is in force until the first ordinary tariff revision after the
expiry of the Main Agreement. Then the agreement follows the ordinary tariff period with a revision, if any,
occurring in connection with the spring settlement.

Notes:
The representatives of the Confederation of Norwegian Business and Industry informed that they should be
prepared for similar agreements being made with other organisations outside the Norwegian Confederation of
Trade Unions with which they had similar collective agreements. In this context it will be necessary to discuss
the practical implementation of both collection of the fee and the distribution of funds.

These organisations are included in 7 of the agreement between the Norwegian Confederation of Trade
Unions and the Confederation of Norwegian Business and Industry.

43

Annex 8 Agreement between the Norwegian Federation of Trade
Unions-the Confederation of Norwegian Business and
Industry regarding severance pay
Agreement on severance pay LO-NHO
(Applicable from 1 J anuary 2011)
1.0 General matters
1.1 Conclusion of agreement
The Agreement on Severance Pay was originally concluded between the Norwegian Confederation of Trade
Unions (LO) and the Norwegian Employers Organisation (N.A.F) now the Confederation of Norwegian
Enterprise (NHO) hereinafter referred to as the Parties cf. decision of 14 J une 1966 delivered by the State
Wage Arbitration Council, as subsequently amended.
The agreement entered into force 1 October 1966 and is incorporated as part of each and every collective
agreement between organisations that are members of the Norwegian Confederation of Trade Unions (LO) and
the Confederation of Norwegian Enterprise (NHO).
Each of the Parties may terminate the agreement at two months notice to become effective 1 April, in
connection with revision of the collective agreement. If not terminated, the agreement will continue to apply until
the end of the next Collective Agreement period.
1.2 Object and personnel concerned
The object of this agreement is to provide financial compensation for employees who, after reaching the age of
50, are dismissed for reasons that are not attributable to them, or when employment ceases as a result of
disablement or chronic disease.

1.3 Legal status
The Severance Pay Scheme is an independent legal entity keeping its own accounts. Assets belonging to the
Severance Pay Scheme shall be kept separate from assets belonging to the Parties and may not be held liable
for their debts. This shall not prevent the Severance Pay Scheme from collecting and distributing monies from
the Education and Development Fund on behalf of LO and NHO and other employee and employer
organisations, if any, provided that
these monies are kept separate from assets belonging to the Severance Pay Scheme.
The Severance Pay Scheme may sue and be sued via its Board. The agreed venue in all cases is Oslo, which
is accepted by joining the Severance Pay Scheme or by claiming an AFP pension.
2.0 Collective conditions
2.1 Enterprises encompassed by the Scheme.
The Scheme encompasses the following enterprises:
a) NHO member enterprises bound by a contractual wage agreement that have a collective agreement with an
LO union.
b) Enterprises that are not members of NHO that have a collective agreement with an LO union.
c) NHO member enterprises bound by a contractual wage agreement that do not have a collective agreement
with an LO union, when employer and employees have agreed that the enterprise shall join the Scheme. Such
membership is subject to approval from the Board of the Severance Pay Scheme;

44

d) Enterprises bound by a contractual wage agreement that belong to a different collective wage sector from
those that come under a) through c) above provided that the Parties agree that the sector may be included. In
the event of breach of any conditions that may be imposed for joining pursuant to the first paragraph, consent
may be withdrawn when the Board so recommends;
e) Enterprises that under an earlier agreement were allowed to join the Scheme on a voluntary basis.
Enterprises encompassed by a collective agreement that includes the LO/NHO appendix on the Severance Pay
Scheme, are automatically members of that scheme.
When an enterprise belongs to the Severance Pay Scheme, the premium payment obligation applies for all
employees.
2.2 Joining/withdrawing from the Severance Pay Scheme
An enterprise becomes a member of the Scheme from the time the collective agreement that includes the
LO/NHO appendix on the Severance Pay Scheme, enters into force. The relevant collective wage organisation
is responsible for registration and for checking
that the conditions for membership are satisfied. Enterprises that have become members must remain
members for as long as the conditions for membership pursuant to the collective agreement exist. In the event
of termination of the collective agreement during the agreement period, the obligation to pay premium to the
Sever-ance Pay Scheme will nonetheless apply until the end of the collective agreement period. However, this
will not apply to enterprises that are voluntary members of the Scheme see 2.1, e, above they can withdraw
from the Scheme with immediate effect. Premium will be payable up to the date of withdrawal.
If the conditions for membership are no longer satisfied, the relevant collective wage organisation shall notify
the Scheme without delay. Voluntary members may withdraw from the Scheme when-ever they so desire.
In cases where the enterprise belongs to an employer organisation, that will be regarded as a relevant
collective wage organisation. Registration shall be undertaken by the appropriate employee organisation.
3.0 Individual conditions
3.1 Required period of membership
An employee must have been a member of the Scheme for the last three months before notice of termination
was given. If employment ceases owing to disablement or chronic disease, the person must have become a
member of the Scheme before the leaving date cf. 3.5 below.

3.2 Age and seniority requirements
To be entitled to severance pay the employee must have turned 50 years of age before the leaving date,
without being entitled to the early retirement pension (AFP) and in addition:
a) have been employed by the same enterprise for at least 10 con-secutive years, or
b) have been employed by the enterprise for a total of 20 years, of which the last three are consecutive years,
or
c) have been a member of the Severance Pay Scheme for at least 15 consecutive years immediately before
the leaving date, or
d) have worked in a trade that comes under the agreement for the construction trades, the collective agreement
for building trades and electric fitters for a total of 20 years the last 5 of which were without interruption. At the
time of applying the employee must be employed by an enterprise that is encompassed by the Severance Pay
Scheme.

45

The seniority required under this item must be certified by the employer(s) and/or NAV (the Norwegian Labour
and Welfare Organisation), if necessary supplemented by information from the trade union/federation. If re-
tirement is not due to disablement or chronic disease, a further condition is that he or she has received
unemployment benefits for at least three months without having been offered suitable employment.
If seniority has been earned in two or more enterprises in the same group, the seniority earned will not count
unless the enterprises in question belonged to the Severance Pay Scheme during that period.
An employee who is not working for the enterprise because he or she has been laid off or is receiving interim
payments pending a final decision (interim payments), will be considered to retain his or her connection with the
enterprise for up to one year, counting from the last ordinary working day.
3.3 Re dismissal, sickness, etc.
Severance pay is provided to employees who are given notice due in full or in part to cutbacks, workforce
reductions, voluntary liquidation or bankruptcy.
An agreement on leaving due to a reduction in the workforce, ranks equal with termination of employment. To
the extent that pay after termination of employment or a leaving settlement is granted, severance pay will
nevertheless not be granted if the employee has found a new job before he/she is granted unemployment
benefits. Employees who are released without any definite leaving date, are not entitled to severance pay.
Employees who are granted a disability pension are entitled to severance pay.
Severance pay may be granted to employees who are receiving interim payments, provided that the Severance
Pay Scheme accepts
that the person is suffering from a chronic disease and that it is improbable that the applicant will return to his or
her earlier occupation in the foreseeable future. For deciding this the Severance Pay Scheme may request that
documentation be produced, including satisfactory medical certificates and documents in proceedings relating
to the application for and granting of interim payments showing that the applicant is incapable of continuing in
his/her occupation or other suitable work in the enterprise, see 3.4 below.
3.4 Other suitable work etc.
Severance pay will not be granted if an employee who loses his/her job, see 3.3 above, is offered other suitable
work in the enterprise, or in the group to which the enterprise belongs, or with new owners, or in another
enterprise continuing the business.
When deciding the question of whether the employee shall be deemed to have been offered other suitable
work, importance shall be attached to the fact that the object of the Severance Pay Scheme is to provide
remuneration for employees who lose their jobs. Employees who in reality continue in their old job, will not
normally be entitled to severance pay.
The same applies when all or part of the enterprise is taken over by the employee him/herself, so that he or she
is in reality continuing his/her earlier work.
In the event of stoppage in connection with a change of ownership etc., the employee shall nonetheless be
granted severance pay if more than three months pass before he/she is employed anew/re-employed.
In the event of a merger or transfer of a business that comes under Chapter 16 of the Work Environment Act,
the acquiring enterprise (new employer) will become a member of the J oint Scheme and be obliged to pay
premium. Nevertheless this will not apply if the new employer exercises the right to opt out, as sanctioned by
the Working Environment Act, 16-2, second paragraph.
3.5 Determining the leaving date
The leaving date will normally be the date on which the period of notice expires.

46

When employment is terminated owing to disablement or chronic disease, the leaving date shall be counted as
six months after the last working day.
3.6 Conditions for right to new severance pay
After severance pay has been granted, a period of at least 10 years must elapse before severance pay can be
granted again. It shall be the leaving date and not the payment date that applies for determining whether this
condition is satisfied.

3.7 Death and severance pay
It is only the employee who can claim severance pay. Severance pay will be paid to the next of kin only if the
severance pay claim was filed before the death of the employee, see section 7.3.

3.8 Early retirement pension (company-based) and AFP
An early retirement pension, agreed between the enterprise and the employee, must be an element in a real
workforce reduction before severance pay can be granted.
Employees who take out an AFP pension are not entitled to severance pay.
In cases where the original AFP pension is paid out pending a disability pension, the employee will as a general
rule not subsequently be entitled to severance pay. If the AFP supplement has not been paid out for more than
six months, the right to severance pay can be re-instated by repaying the AFP supplement paid out.
4.0 Amount of severance pay

4.1 Rates of severance pay
The following rates apply for full-time employment (normally 37.5 hours a week):
50 years: NOK 20,000
Pursuant to the Tax Act, 5-15 (1), letter a, 1, severance pay shall be free of tax.

4.2 Retirement age less than 67 years
The above scale is also used for the payment of severance pay to employees with a retirement age lower than
67, however, NOK 20,000 is paid for the last year before retirement age is attained, NOK 35 000 is paid for the
next to the last year, and so on, until age 50.
Seamen who can retire on a seamans pension from the age of 60, are to be regarded as having a retirement
age of 62, unless they are engaged in a position for which the retirement age is higher.

5.0 Reduction of amount of severance pay

5.1 Part-time workers
Severance pay shall be reduced for employees who work fewer hours than for an ordinary full-time position. A
proportional reduction shall be made.

47

5.2 Retaining part of a position
If the dismissal notice only applies to part of a position mandatory reduction of both working hours and
wages, then the severance pay will be reduced correspondingly. The proportional loss of pay will form the
calculation basis.
Severance pay shall be reduced for employees who are compelled to reduce their occupational activity owing
to disablement or chronic disease, but who continue to work combined with a reduced disability pension.
Calculation shall be based on the degree of disablement.

5.3 Leaving date less than one year before ordinary retirement age
If the leaving date is less than one year before ordinary retirement age for the position, the severance pay plus
national insurance benefits such as rehabilitation benefits, disability pension, pension for bereavement, early
retirement pension or unemployment benefits, shall not exceed the pay the employee would have received
(gross earnings after deduction of direct taxes and dues) if he or she had remained at work until reaching the
age of 67. An employee who is receiving sick pay until he or she reaches retirement age is not entitled to
severance pay.
Corresponding limitations also apply when the retirement age is lower than 67 The provision in the preceding
paragraph will then have effect in the year preceding that in which the person can draw ordinary retirement
pension.

6.0 Processing applications

6.1 Filing an application
On behalf of the employee, the enterprise/administrator of the estate shall forward an application for severance
pay, on the pre-scribed form, to the local NAV (Norwegian Labour and Welfare Organisation) office. After NAV
has added the necessary data, it shall forward the application to the Severance Pay Scheme.
Both employer and employee are under obligation to furnish the in-formation necessary to decide on the
application.
All matters that must be assumed to be of significance for the decision, must be documented/verified.
If after the application is filed changes occur that may be of significance for the decision, both employer and
employee are under obligation to notify the Severance Pay Scheme.

6.2 Time bar deadlines
A claim for severance pay must be filed within three years from the leaving date, or the claim will lapse. In
cases of disablement the claim for severance pay must be filed within three years after the decision on
disability pension was given.
If a claim for severance pay was not filed because the employer/employee lacked the necessary knowledge
concerning the possibility of claiming severance pay, the time bar will take at the earliest take effect one year
after the day on which the claimant acquired or should have acquired such knowledge. The time bar pursuant
to this paragraph may not be extended for more than a total of two years.

6.3 Appeals
Decisions concerning severance pay may be appealed to the Board of the Severance Pay Scheme or a special
appellate body appointed by the Board. Cases that have been reviewed may be reviewed again if fresh
information is available.
Complaints (appeals) must have been received by the Severance Pay Scheme or have been posted within 6
weeks after notice of the decision was sent to the employees last reported address. Com-plaints that are filed
too late, may be rejected. In exceptional cases the Schemes administration may request that the Board
considers a complaint even if the deadline has expired.

6.4 Confidentiality
Everyone who performs work or services for the Severance Pay Scheme is under obligation to prevent others
from gaining access to or knowledge of whatever he or she may, in connection with such work or service, have
learned regarding the personal affairs of others. "Personal affairs" includes a persons date and place of birth,
personal ID number, citizenship, marital status, occupation, home address and workplace.
The duty to maintain confidentiality also concerns technical appliances and procedures, as well as operating or
business matters concerning which, for the person concerned, secrecy is desirable for competitive reasons.
In addition a contractual duty of confidentiality applies for employees of the Severance Pay Scheme and the
contractor in accordance with the declaration of confidentiality. The duty of confidentiality pursuant to the
preceding sentence does not apply to information that is generally known or when an obligation to disclose
information is imposed by or pursuant to law.

48

7.0 Payment

7.1 Payment to applicant
If the conditions for entitlement to severance pay are satisfied, payment from the Severance Pay Scheme shall
be made as soon as possible after the leaving date.
Claims for severance pay may not be assigned to anyone else.
In cases where the severance pay is to be paid by the enterprise it-self cf. subsection 7.2 but the enterprise
fails to effect payment as intended, the employee is entitled to payment direct from the Severance Pay
Scheme. In such event the Scheme subrogates to the employees claim on the enterprise.

7.2 Payment from the enterprise
If the enterprise has received a demand, but has nevertheless not paid premium for two years or more, the
enterprise is required to pay the severance pay itself if an employee satisfies the conditions for entitlement to
severance pay pursuant to this agreement. The amount of severance pay shall also in such cases be
determined ac-cording to the provisions of this agreement.
The enterprise may also be instructed to pay the severance pay to an employee who is entitled to severance
pay pursuant to this agreement, if the enterprise has failed to have the employee entered in the employee
register.

7.3 Payment to next of kin after death of applicant
If the applicant dies before the severance pay payment is made, then the payment may be made to the
applicant's spouse or domes-tic partner (living together for a minimum of 12 out of the last 18 months) or to
his/her dependent children below the age of 21. If the deceased leaves both dependent children and a spouse
or cohabitant as mentioned, the child/children shall have a prior right to the severance pay. Payment to other
relatives/heirs will not be considered.

7.4 Repayment of severance pay wrongfully paid out
Repayment of the severance pay will be demanded if severance pay is (wrongfully) paid out to any person in
consequence of the information furnished being incomplete or the situation having changed since the
application was filed.

8.0 Payment of premium etc.

8.1 Premium
The enterprise shall pay premium for each employee. The premium rate payable varies according to working
time. On the recommendation of the Board, the amounts may be adjusted by the LO secretariat and NHOs
executive committee.
The number of employees for whom premium is to be calculated, shall be determined according to information
reported by the enterprise to the Register of Employers and Employees.
The basis for determining the sum payable, is the number of employees reported to the Register of Employers
and Employees. The quarterly premium is determined on the basis of the number of employees at the end of
the preceding quarter.

8.2 Payment of premium
The premium shall be paid quarterly to the Severance Pay Scheme.

8.3 Responsibility for payment of premium
The employer is - regardless of whether he has received a claim or not - himself responsible for ensuring that
the premiums are paid as prescribed.

8.4 Consequences of failure to pay premium etc.
If the enterprise fails to pay the premium due, the demand will be sent for debt recovery after one reminder has
been sent.
The duty to pay overdue premium will be upheld without reduction, even if severance pay has been paid out by
the employer pursuant to section 7.2.

9.0 Administration and decision-making powers

49

9.1 The Board of the Severance Pay Scheme
The Board of the Severance Pay Scheme is the supreme agency for the Scheme. The Board consists of four
members with four personal deputies.
LO and NHO each elect two of the members of the Board. The per-sons elected by LO and NHO as members
of the Board of the J oint Scheme for Collective Agreement Pensions, shall be deemed to have been elected
also as members of the Board of the Severance Pay Scheme, except when a party chooses to elect these
members separately. The office of chairman of the board shall be held by the parties in turn, for two years at a
time. The Board may resolve that a fee shall be paid to board members and deputy members, and to the
special appellate body (see 9.2 be-low).In that event the Board shall determine the amount of the fee. The
Board may delegate decision of the amount of this fee to a committee of maximum three persons elected by
the parties in the Severance Pay Scheme.

9.2 Duties of the Board
Management of the Severance Pay Scheme pertains to the Board. The Board shall ensure that activities are
properly organised
The Board shall establish plans and budgets for the activities of the Scheme.
The Board shall keep itself informed of developments in the economy of the Scheme and shall ensure that its
activities and accounts are subject to adequate controls. The Board shall exercise supervision to ensure that
management of the Schemes assets takes place in accordance with the Articles and Board resolutions.
The Board determines how the Articles are to be interpreted and may adopt decisions on matters of principle.
The Board shall process and decide upon complaints. The Board may appoint a special appellate body to
handle complaints.
The Board shall prepare and propose amendments of the Articles, based on the Severance Pay Agreement in
force from time to time.
Furthermore the Board shall exercise the authority pertaining to it through statutes or articles or that naturally
pertains to the Board.

9.3 Board meetings
Board meetings shall be held whenever so decided by the chairman or when requested by a member of the
Board. At least four meetings shall be held each year, at suitable intervals.
Meetings shall be chaired by the chairman of the Board or in the absence of the board chairman by the deputy
chairman, or in his/her absence by another person elected by the Board. In the event of a tie of votes in matters
to be determined by simple majority, the meeting chairman has the casting vote. For a board meeting to form a
quorum, at least 1 representative from each party must be present.
Minutes shall be kept of board meetings and signed by the members or deputy members who are present.
Board resolutions shall be adopted by simple majority when not otherwise provided in the Articles.

9.4 Daily management
The Severance Pay Scheme shall have a CEO (chief executive officer) to manage everyday business. The
CEO shall be appointed by the Board. The Board may adopt a job description for the CEO.

9.5 Representation
The Board represents the Severance Pay Scheme in external affairs.
The CEO represents the Severance Pay Scheme in external affairs relating to matters that are part of daily
management.
The Board may authorise members of the Board, the CEO or named employees to represent the Severance
Pay Scheme in external affairs, grant powers of procuration, or other powers. Such rights may be revoked at
any time.
If a Board member, the CEO or a procurist oversteps his/her powers, the transaction will not be binding for the
Severance Pay Scheme when the Scheme can show that the other contracting party understood or should
have understood that the person in question was exceeding his/her powers and that it would be dishonest to in-
voke the transaction.

50

9.6 Competence
No Board member or deputy member shall participate in proceedings or decisions on matters that are of such
particular importance for him/her or a person to whom he/she is closely connected, that he or she must be
deemed to have pronounced personal or financial interest in the matter. This similarly applies to the CEO or
other persons performing work for the Severance Pay Scheme.
Nor shall a Board member or deputy member take part in a matter concerning a loan or other credit facility for
him/herself or security for his/her own debt.
9.7 Confidentiality
The duty to maintain confidentiality in 6.4 above applies also to members of the Board.
Resolutions adopted by the Board do not come under the obligation to maintain secrecy, unless otherwise
provided in the first paragraph or decided by the Board.
Board members and deputy members have a duty of discretion and confidentiality concerning information and
views presented in connection with the Boards work, when not otherwise decided by the Board. Nevertheless
the duty of confidentiality in the first sentence will not apply when it is necessary to discuss a matter internally in
the organisation to which the member belongs, unless otherwise provided in the first paragraph.
The rules of this section correspondingly apply for members of the special appellate body, unless otherwise
provided by the Board of the Severance Pay Scheme.
9.8 The Joint Office
The Board may decide that the J oint Office for the LO/NHO schemes (the J oint Office) shall undertake the
administrative tasks of the Severance Pay Scheme. In that event the J oint Office shall serve as the secretariat
for the Severance Pay Scheme and handle administration of the Severance Pay Scheme. The CEO of the Sev-
erance Pay Scheme shall also be CEO of the J oint Office.
Among other things the J oint Office shall undertake the following on behalf of the Severance Pay Scheme:
a) prepare matters to be considered by the Board and other agencies in the Severance Pay Scheme,
b) collect premium and own contributions from the enterprises,
c) consider and decide upon severance pay applications and in that connection communicate with the
enterprises, the employees and NAV,
d) represent the Severance Pay Scheme in judicial and extra-judicial disputes with employees, enterprises,
organisations and others,
e) ensure that rights and duties under this Agreement are observed in accordance with the intentions of the
central organisations.
The Board may give powers pursuant to 9.5, to board members or employees in the J oint Office.
The provisions of 6.4 regarding confidentiality apply correspondingly to the J oint Office.
The Severance Pay Scheme shall bear costs incurred by the J oint Office that relate to the Scheme.
9.9 Auditor
The Board shall appoint a state-authorised auditor for the Severance Pay Scheme. The auditor shall have
access to all information that is necessary for performance of his work.

51

10.0 Placement of monies belonging to the severance pay scheme
10.1 Asset management
The Board shall decide how the Severance Pay Schemes assets are to be placed and stipulate guidelines for
asset management. Within the guidelines adopted, the Board may delegate authority to decide on placements
to the administration.
The Board may decide that the Scheme shall entrust asset management to an enterprise that is licensed to
conduct active management, or appoint an investment committee to decide how assets are to be placed or
otherwise assist with asset management.
Assets shall be managed in a proper manner.

52

Annex 9 Contractually agreed early retirement pension (AFP)

I Introduction

In connection with the 1988 wage settlement, the contractually agreed early retirement (AFP) scheme was
established. The purpose was to give employees in companies with collective agreements the option of,
according to specific regulations, retiring early before reaching retirement age according to the National
Insurance Act.

The parliamentary decision new retirement pension in the National Insurance Scheme from 2010 (postponed
until 2011) assumed that other parts of the pension scheme were adapted to the new reform.

On this basis the Norwegian Confederation of Trade Unions and the Confederation of Norwegian Business and
Industry agreed in the 2008 wage settlement that the then AFP scheme was to be superseded by a new AFP
scheme adapted to the regulations of the new retirement pension in the National Insurance Scheme.

The parties have assumed the Government's stance that AFP is continued in the form of a neutral life-long
addition to retirement pension in the National Insurance Scheme. Optional withdrawal time is basically from age
62, and the monthly pension payments are reduced when taken out early and increased when taken out later.
The new AFP scheme can be combined with earned income without truncating the AFP pension. With such a
scheme the AFP, together with the new retirement pension in the National Insurance Scheme, contribute to
reaching the central goals of the new pension reform.

The Government provides ongoing grants in connection with the AFP scheme to workers/retirees
corresponding to half the contribution from employers, excluding expenses for the compensation fee which is
fully funded by the Government.

II Regulations

This agreement does not regulate all conditions, rights and duties associated with AFP in detail. This is
determined through the scheme's regulations, which are decided by the Board of the Contractual agreement for
early retirement pension (AFP) and which is approved by the Ministry of Labour in accordance with the AFP
Subsidies Act of 2010.

Detailed regulations for both the original AFP and the new AFP are determined in these regulations. Eligible
companies must at all times stay updated with regard to the duties incumbent on the company. The regulations
also contain certain specific rules which may entail that individual employees are not entitled to AFP.

The current regulations are available at www.nyafp.no

III Original AFP scheme

The original AFP is provided to workers who have applied for such pension before 31 December 2010 and who
satisfy the requirements at the effective date. The latest effective date for the original AFP is 1 December 2010.
Original AFP runs to and including the month the retiree turns 67.

Whoever has started taking out original AFP (completely or partially), cannot require new AFP later.

IV New AFP scheme

New AFP is given to workers born in 1944 or later and who are granted AFP with effective date starting from 1
J anuary 2011. The scheme is established as a common scheme in the private sector.

New AFP must be taken out together with retirement pension from the National Insurance Scheme before the
age of 70.

53

V. Conditions for the new AFP (Main points, see also the statutes)

In order to get new AFP the employee must be employed and a real employee of an enterprise covered by the
scheme, and must have been so for three consecutive years before the time of retirement.

The employee must also at the time of retirement have a pensionable income which converted to annual
income exceeds the current base amount of the National Insurance Scheme and have had an income above
the average base amount in the past income year.

Further an employee born in 1955 or later must have been included in the scheme by employment in one or
more companies associated by the Contractually agreed early retirement at the time when seniority was
acquired for at least 7 of the last 9 years before the age of 62 (seniority period). For employees born between
1944 and 1951 the seniority requirement is 3 of the last 5 years. For employees born between 1952 and 1954
both numbers increase by one year for each year they were born after 1951. The employment relationship must
have been the employee's main occupation during the seniority period and must have given the employee a
pensionable income higher than the employee's other incomes.

See also the statutes (www.nyafp.no) regarding special regulations on job ratio, illness, lay-off, leave,
employer's bankruptcy, other income, other pension received in employment, severance pay, stake in the
company, stake in other businesses, etc.

Employees with lower retirement age or age limit other than 62 years cannot be included in the scheme.

VI. Pension level in the new AFP scheme

AFP is calculated with 0.314 percent of annual pensionable income to and including the calendar year the
employee turned 61 and up to an upper limit of 7.1 G. Pensionable income is determined in the same way as
when calculating income pension in the retirement pension of the National Insurance Scheme.
AFP is paid as a lifelong addition to retirement pension.

AFP is formulated neutrally so that it increases when taken out later. AFP does not increase further upon
retirement after 70 years of age. The same life expectancy adjustment is used when calculating AFP as for
retirement pension from the National Insurance Scheme.

Work income can be combined with AFP and retirement pension from the National Insurance Scheme without
truncation of any of the benefits.

AFP is adjusted in the same way as income pension in the new retirement pension in the National Insurance
Scheme both under accrual and payment.

VII. The new AFP scheme is funded as follows:

The costs of AFP are funded by the companies, or parts of the companies, which are or have been members of
the Contractually agreed early retirement, as well as by the Government contributing funds associated with the
individual retiree.

The Government contributes funds to AFP. Until 31 December 2010 the provisions in law of 23 December 1988
no. 110 prevail, and from 1 J anuary 2011 the provisions of the AFP Contribution Act are in force.

Compensation fee for the new AFP is covered in full by the Government.

The companies pay a premium to the AFP scheme to cover the part of the expenses not covered by the
Government's contribution. Further provisions relating to payment of premium are determined in the statutes for
the Contractually agreed early retirement (AFP) and in the Contract's board decision.

54

From 2011 to 2015 some will receive the original AFP, and in this period companies which were included in the
original AFP scheme must pay a premium to this scheme, as well as a contribution for their own employees
who took out the original AFP. Premium and contribution are determined by the AFP Board.

For the new AFP the companies shall pay a premium for employees and others who have received wages and
other benefits reported under code 111-A in the Directorate of Taxes' code listing. The premium rate is
determined by the AFP board. The premium shall be a percentage of the total payments from the company in
accordance with the company's reporting on code 111-A. The company shall only pay premium from the part of
the payments to the individuals which were between 1 and 7.1 times the average base amount in the previous
fiscal year.

Premium is to be paid to and including the year the member of the scheme turns 61. The premium is to be paid
quarterly.

VIII.

In addition to tariff-bound member companies of the Confederation of Norwegian Business and Industry, the
agreement shall also be valid for companies outside the Confederation of Norwegian Business and Industry
which have collective agreements with unions affiliated to the Norwegian Confederation of Trade Unions or the
Confederation of Vocational Unions.

55

Annex 10 Holidays, etc

Introduction
One of the principal tasks before the parties is to improve the competitive ability of the enterprises.

Therefore when introducing more leisure time, it is a definite condition that the enterprises must be allowed
possibilities of compensating for the ensuing competitive disadvantages through greater flexibility. The
employees on their part will also have different needs for differentiated systems of working hours, depending on
their different phases in life, working and home situations, etc. Greater flexibility combined with the fifth holiday
week should contribute towards less absence on sick leave and greater productivity.

A Flexibility

a) "Whenever the local parties so agree, company-adapted systems that do not conform with the collective
agreement rules regarding working hours and remuneration for same, may be adopted on a trial basis.
Such systems must be submitted to the union and the national association for approval."

b) "Time worked may be calculated on the basis of average time in accordance with the rules of 10-5 of the
Working Environment Act (Norway). The parties to the collective agreement may contribute towards
establishment of such agreements."

c) "Individual needs may exist for differentiated working hours systems, leisure time etc. Such systems may
be agreed upon with the individual employee or the shop steward, for example in the form of calculated
average working hours or a time account system. Agreements made with the shop stewards will take
precedence over individual agreements."

B Collective Agreement Holiday Rules

1. The extended holiday of 5 working days, cf. Holidays Act, 15, is advanced by introducing the remaining
part as a collective agreement arrangement included as an appendix to all collective agreements. The extra
holiday of 6 working days for employees over 60 years of age, is retained, cf. Holidays Act, 5, 1 and 2.
Employees may claim five working days off each calendar year, cf. Holidays Act, 5, 4. If the collective
agreement holiday is divided up, the employee may claim only so many days off as he/she would normally
work in the course of a week.
If the authorities decide to implement the remaining part of the fifth holiday week, these days shall be
deducted from the collective agreement arrangement.

2. The remaining part of the fifth holiday week shall be phased in by taking two days in 2001 and the others in
2002.
Holiday pay shall be calculated in accordance with the Holidays Act, 10.
When the fifth holiday week is implemented, the ordinary percentage for holiday pay shall be 12% of the
basis for holiday pay, cf. Holidays Act, 10, 2 and 3. The increase is made by altering the percent-age for
the holiday-earning year as follows:
2000 will be set at 11.1%
2001 will be set at 12.0%
If the authorities decide to increase the number of holiday days in the Holidays Act, it is the parties
intention that the above figures shall apply as holiday pay for the corresponding periods.

3. The employer determines the time at which the collective agreement holiday shall be taken after discussing
this with the shop steward or the individual employee at the same time as determining the time of the
ordinary holiday.
The employee is entitled to be notified of the time of the collective agreement portion of the holiday as
early as possible and not later than two months before the holiday is to be taken, unless special cir-
cumstances prevent this.

4. The employee is entitled to time off for holiday pursuant to this pro-vision, regardless of whether he/she has
earned holiday pay.

56

If the enterprise shuts down wholly or partly in connection with the holidays, all employees affected by the
shut-down may be required to take holiday for that same length of time regardless of the earned holiday
pay.

5. The employee is entitled to claim that the total collective agreement portion of the holiday be taken within
the holiday year, cf. Holidays Act, 7, 2, so that he/she has one full weeks holiday.
The central organisations urge the parties to place the collective agreement holiday so that the demand to
productivity is met to the greatest possible extent, for example in connection with Ascension Day or the
Easter, Christmas and New Year holidays.

6. By written agreement between the enterprise and the individual employee, all or part of the collective
agreement portion of the holiday may be transferred to the next holiday year.

7. For shift workers, the collective agreement holiday shall be adjusted locally so that, after full
implementation, it constitutes 4 worked shifts.

Notes
1. In collective agreements where holiday according to 15 of the Holidays Act has already been introduced,
the number of days shall not be increased as a result of introduction of the collective agreement holiday.
The implementation and practical effectuation of the collective agreement holiday for the pertinent areas,
shall be subject to further agreement between the parties.

2. For the offshore agreements (Nos. 129, 125 and 123), the holiday results in a reduction of 7.5 hours per
holiday day. The parties agree that the holiday shall be taken in the off-duty period during the holiday year.

57

Annex 11 Non-union companies revisions of the collective wage agreement

With regard to companies that are non-union but which are bound by this Agreement under a direct agreement
with the union (so-called accession agreements, hanging agreements or declaration agreements),
according to which the parties agree to subscribe to the prevailing Agreement, the following applies:

These companies are covered by revisions of the collective wage agreement carried out by the parties to the
Agreement without this meaning that the declaration agreement is cancelled.

As a result of the union and the non-union companies agreeing to be bound by the prevailing Agreement, no
separate negotiations and/or mediation proceedings are to be conducted between the union and the non-union
companies, in that negotiations/mediation proceedings between the parties to the Agreement also apply to/are
valid between the union and the non-union companies.

If the Norwegian Federation of Trade Unions/the union cancels the Agreement, the non-union companies are to
be notified of this by being sent a copy of the cancellation notice. This notification is counted as a prior
cancellation of the collective wage agreement and meets the requirements of the Labour Disputes Act for the
initiation of lawful industrial action.

The union is entitled to take its members in these companies out as part of industrial action, giving collective
notice of a stoppage and possible walkout in accordance with the deadlines stated in 3-1, nos. 1, 2 and 4, of
the Main Agreement, at the same time as collective notice of a stoppage/walkout is given in the main
settlement. Any industrial action in non-union companies is to cease at the same time as the cessation of the
industrial action in the main conflict.

When a new agreement has been entered into by the parties to the Agreement, this applies to the non-union
companies without any separate decision regarding this having to be reached.

These provisions are a necessary consequence of 3-1, no. 3, of the Main Agreement. Should the union or
company wish to carry out an independent revision of the collective wage agreement, the declaration
agreement must be cancelled in accordance with the prevailing cancellation rules.

58

Annex 12 Extra holiday week for elderly employees

It is a condition that the employees wishes with regard to when the extra holiday is taken, shall be complied
with whenever possible.

However, the central organisations have agreed that these workers may not demand to take the extra holiday
at a time that would create major difficulties for production or for systematic implementation of holidays for the
labour force as a whole. If this is the case, then the enterprise is entitled to demand that the employee choose
another point in time to take his/her holidays.

59

Annex 13 Leasing employees from staffing agencies/temp agencies

1. Leasing employees from staffing agencies/temp agencies
The parties agree that it is important to make an effort for the industry to become as attractive and serious as
possible. Where own staff is insufficient, various measures should be discussed including the option to
increase the number of permanent employees, cf, the Main Agreement 9-3.
The parties are committed to preventing social dumping and to meet the challenges entailed by an
international market and free movement in the labour market and service market in a good way and in
accordance with Norwegian legislation and agreements as well as international regulations.
If the company wishes to lease manpower, there should be negotiations with the company union
representatives in advance, cf. the Main agreement 9-3.
The protocol should state the staffing need, the reason for not hiring, as well as the extent and duration.
The company management shall, upon request, demonstrate to the union representatives that leased
workers have proper wages and working conditions. Wages and working conditions perceived as unreasonable
by company union representatives compared to central collective agreements can be discussed with the
company.
Upon the union representatives' request, the company shall inform the union representatives of how
arrangements are made for employees of the leasing business working temporarily for the company have living
and working conditions in accordance with 9 i.

2. Wages and working conditions for leased employees from staffing agencies/temp agencies
2.1 Employees of staffing agencies/temp agencies shall, as long as the lease lasts, have the same wages and
working conditions which apply to the hiring business in accordance with 14-12 a of the Working Environment
Act (proposed in Proposition 74L).
The provision entails that pension is not included in the equal treatment principle. If the staffing agency/temp
agency is not bound by the agreement between the Norwegian Confederation of Trade Unions and an
employer association, the common annexes 3, 6, 7, 8, and 9 of LOK do not apply.

2.2 The hiring business is obligated to give the staffing agency/temp agency the necessary information for the
fulfilment of the equal treatment condition in accordance with 2.1, as well as commit the staffing agency/temp
agency to this condition.
Upon the union representatives' request the company shall document current wages and working conditions
for the staffing agency/temp agency when leased workers are to work within the scope of the agreement.

2.3 Chapter 6 of the Main Agreement also applies to leased workers with the following exceptions: If the leasing
business is bound by the Main Agreement between the Norwegian Confederation of Trade Unions and the
Confederation of Norwegian Business and Industry, disputes regarding the leased worker's wages and working
conditions is a matter between the parties in the leasing business. Union representatives and a company
representative from the hiring business can upon request assist in negotiations with information on the
agreements of the hiring business.
If the leasing business is not bound by the Main Agreement between the Norwegian Confederation of Trade
Unions and the Confederation of Norwegian Business and Industry, the union representatives of the hiring
business may discuss claims of breach of the equal treatment principle in item 2.1 with the hiring business so
that the hiring business can clarify and rectify the matter.

2.4 Leased workers shall be introduced to the union representatives of the hiring business. The local parties
shall upon discussing leasing also discuss resources for union representatives' work, cf. HA 6-6.

Note: Items 2.1, 2.2, 2.3, and 2.4 are implemented at the same time as the legislative amendments become
effective, cf. Proposition 74 L (2011-2012).

60

3. Employees of temp agencies
The provisions of this annex regulate the relationship with staffing agencies/temp agencies covered by this
agreement, cf. 1, 4th section.

1. This agreement can be applied as a collective agreement in staffing agencies/temp agencies which rent
out their employees, and who perform work under the scope of this agreement, cf. 1, 4th section.
2. employees shall have a written contract in accordance with the provisions of the Working Environment
Act.
3. a written agreement shall be issued for all assignments, containing all relevant information on the
nature of the assignment, contents and duration.
4. Termination and dismissal are in accordance with the provisions of the Working Environment Act.
5. If the worker is offered employment in the hiring business, he/she may resign when the notice period
expires, unless the parties agree otherwise. During the notice period the employee has the right to
continue working in the hiring business if the assignment persists.
6. When leasing to a company bound by this agreement, the wages and working conditions of the hiring
business apply, cf, annex xx item 2.1.
7. When leasing to a company not bound by this agreement, wages and working conditions agreed in the
leasing business apply as long as these are not in violation of the equal treatment requirement of the
Working Environment Act.
8. The wage obligation runs according to the employee's employment contract. Upon layoff or termination
of employment, the Working Environment Act and the Main Agreement apply.

Addendum to the protocol:
1. The parties assume that the Norwegian Confederation of Trade Unions terminates the staffing
agreement between the Norwegian Confederation of Trade Unions and the Confederation of
Norwegian Business and Industry.
2. during the tariff period the parties agree to practice H 3-7(2) second section in the same way as it has
been practiced with regard to the current Staffing Agreement.
If an agreement is not reached with regard to continue this practice, H 3-7 (2) second section applies in the
usual way from the tariff revision 2014.

The parties' joint statement of 19/12/2006 regarding the lease of labour:
In the 3rd paragraph, second line, the following is to be added after 16 item 12: and annex 14.

61

Annex 14 Annex to 9F Framework agreement for integrating schemes

Framework agreement for the tariff period 2012 2014

Framework agreement for integrating schemes on shore with daily
working hours exceeding 10.5 hours with/without work on Sundays

The framework agreement is signed between the Electrician and IT workers union and the Norwegian
Technology Association for the tariff period 2012 2014 in accordance with 10-12 (4) of the Working
Environment Act. Upon tariff revision, the parties shall agree whether the framework agreement is to be
continued for the next tariff period.

1 Scope
This agreement regulates integrating schemes for personnel with accommodation outside the home and is
based on a calculation of the average weekly working hours with daily efficient working hours exceeding
10.5 hours. The scheme can also apply to other employees should the occasion arise. This shall be clearly
evident in the application. A separate application and approval are required when the scheme needs to be
used for workers not included in the original application.

It is a prerequisite that the scheme is only applied to projects/operations sites and is limited in time.

Schemes in accordance with the Framework Agreement shall, for each employee, be based on the weekly
working hours of the collective agreement when calculating the average.
If the scheme for which the application is submitted is comparable to continuous rotation work (33.6 hours)
or involves the use of night work, the duration as well as the number of workers included, shall be evident in
from application. It shall also be evident from the application what percentage these constitute compared to
the applicant's staffing in the project.
The main company can submit a joint application which also includes subcontractor.
See also the National Agreement for Electrical Trades.

Based on the local agreement protocol the company submits its application to Electrician and IT workers
union which makes its recommendation to the Norwegian Confederation of Trade Unions. The local protocol
shall be included with the application together with the work schedule. If the main company also includes
subcontractors in its application, the application shall contain local protocols from these. When the company
has received a message from the Electrician and IT workers union that the scheme is approved, it can be
implemented.
The Norwegian Technology Association shall upon request to the Electrician and IT workers union receive
overviews of applications and results of the proceedings of the Electrician and IT workers union and the
Norwegian Confederation of Trade Unions.

2 Requirements to HSE and welfare
The integrating schemes must safeguard the considerations for HSE and the employees' family situation
and welfare, as well as the company's productivity and project implementation.

The company is obligated to ensure that the mandatory requirements set out in 10-2 (1), (2), and (4) as
well as 10-11 (7) of the Working Environment Act with regard to night work are met in each working
arrangement. How this is to be safeguarded shall be evident from the local agreement.
Employees using working arrangements in accordance with this agreement shall as a general rule not
require workers to work during free periods. Examples of deviations from the general rule are occasional
travel assignments and catching up on missing time according to status.

62

Travel to/from the site shall primarily take place on the first and last day of the working arrangement
according to this agreement.

3 Working hours
This agreement includes schemes with work os Sundays and public holidays as well as schemes not
including work on such days.

Up to 12.5 hour workdays can be used.

For days with efficient working hours exceeding 10.5 hours, there shall be at least one hour break where 30
minutes are part of the working hours.

Up to 15 consecutive days can be used where a maximum of 14 days can have more than 10.5 hours of
efficient work.
Schemes with two days off during the free period cannot be used/agreed.

Works should preferably be done during the day. Working hours should preferably be between 07:00 and
19:00. It is not permitted to schedule work outside the time frame 06:00 and 20:00.

Overtime shall, as a general rule, not be used in connection with such rotation schemes. If overtime is
needed in special cases, it shall only take place when agreed with the union representative.

Where night work is approved, work should preferably be scheduled between 19:00 and 07:00 with
compensation according to local agreement and/or the collective agreement. Otherwise, please refer to
10-11 of the Working Environment Act on the use of night work.

Working arrangements according to this agreement shall not suppress local employees and working hour
provisions as stated in the National Agreement for Electrical Trades and the Working Environment Act.

4 Signing local agreements
Information on and discussions of work assignments and the use of work arrangements, if applicable,
according to this agreement shall be discussed with the union representatives in accordance with 9-3 of
the Main Agreement.

Negotiations on work arrangements shall be based on which work arrangements could be
possible/applicable in each case. Upon signing a local agreement, HSE and the consideration for the
employees' family life and welfare as well as the companys productivity and project implementation shall be
emphasized.

5 Approval
The duration of each work arrangement is linked with the length of the project or assignment.
Applications are approved for up to 26 weeks at a time.
Evaluation of HSE and welfare related experiences can be required as part of the Electrician and IT
workers union's processing of a prolongation application. If one of the local parties requires it, and an
evaluation exists, the evaluation shall follow the prolongation application. The Electrician and IT workers
union shall normally recommend a prolongation unless the arrangement is unreasonably burdensome.

63

6 Local termination
The union representatives/ the chief safety delegate can upon 1 months notice require an amendment, or
terminate the arrangement, if they believe it is unreasonably burdensome. Before such a requirement is
presented, an evaluation of HSE and welfare related experiences can be required.

If the company disagrees with the requirement, it can, without undue delay, bring the matter before the
Electrician and IT workers union for an assessment. The Norwegian Technology Association may require an
organizational meeting with the Electrician and IT workers union if the company so desires. The termination
is postponed until the Electrician and IT workers union has conclude in the matter.

The notice period in this item does not affect the notice period the Norwegian Confederation of Trade unions
uses in its approval with regard breach of approval conditions, if any.

7 Elements to be used for promoting free time arrangements (lack of integration)
In order to ensure that the affected workers get as continuous free time arrangements as possible in order
to safeguard their family and welfare needs and achieve practical work arrangements, the following can be
part of the work arrangement:
a) Holidays shall be implemented in accordance with the Holiday Act. Holidays can be used in each
rotation in order to achieve continuous free time arrangements. However, it is not possible to take
holidays in advance from the following holiday year for use in rotations according to this framework
agreement.
Workers who cannot use holidays, shall not suffer damages (have their position/wages reduced).
b) As part of this framework agreement a special compensation of 15 minutes per work day in work
arrangements/rotations with efficient working hours exceeding 10.5 hours is given, which is added to the
balance. Any additional time generated in the balance as a consequence of this is meant to contribute to
arrangements being more easily balanced in each rotation, and shall not be handled as additional time
according to the rules on work time balances in item 8 below.
c) Workers who, instead of using holidays, cf. item 7 a, wish to catch up on lost time occurring as a
consequence of missing hours in the work period according to the arrangement, may do this upon
agreement with the employer. This must not be done in violation of the HSE requirements of the Working
Environment Act.
d) It is possible to make agreements with individual workers on taking time off for missing hours
corresponding to the compensation for holidays with unfixed dates, provided that this is included in the
balance. This also applies to overtime pay in item 9 a) and remuneration for public holidays occurring
during the free period under item 9 c).
e) Additional time as well as courses and training occurring during the free period can upon agreement
between employer and employee be used to balance time owed.

8 Balancing of schemes according to this framework agreement
Work arrangements according to this framework agreement shall preferably be balanced, possibly by using
the measures under item 7. The employees' work percentage and wages shall be secured.

Personnel working on various onshore facilities and/or permanent operational sites with a calculation of
average working hours shall have annual balancing of their working hours.
When balancing working hours, it is assumed that all working hours exceeding the agreed time shall be
taken as time off as a general rule. If the parties agree that taking time off for the excess hours worked is not
practical, overtime is paid in accordance with LOK. The annual settlement time is agreed between the
parties in the company.

64

65
If an employee has to leave due to illness, accident, or is terminated by the employer due to the employer's
circumstances, any deficient time is deleted without loss of wages, and any additional time is paid as
overtime.

If an employee gives notice to leave, a final balance shall be made with regard to rotations in accordance
with this agreement. Any additional time which has not been agreed to use otherwise, is paid as overtime.
Settlement takes place on the firs ordinary pay day.

The employee shall always be informed of his status after occasional travel assignments.

9 Compensation for public holidays without fixed dates
a) For work on public holidays wages +100 % (as for overtime) is to be paid in addition to similar
compensation as for public holidays according to the work arrangement.
b) Upon time off in the free period compensation is paid for public holidays according to the work
arrangement.
c) During the free period, compensation for public holidays is paid for 7.5 hours.

10 Waiting periods
If unforeseen events prevent the work from starting at the agreed time, lost work hours are paid with each
company's agreed hourly wage for the project.

If unforeseen events associated with travel (transport delays, etc.) prevent the worker from returning home,
the waiting period is paid with hourly wages, the first day from 3 hours after planned departure, the
maximum paid time is 7.5 hours waiting time. The next day time spent is paid up to 7.5 hours per 24 hours.

11 Description of examples of how elements are used to set up a work arrangement.

1. Paid time in accordance with the work arrangement with added work hour compensation constitute the
total compensated time worked.
2. 15 minutes of compensation per work day is added to the total compensated time worked (cf. item 7b of
the framework agreement)
3. The difference between the total compensated time, see items 1 and 2 above, and standard working
hours is covered by the use of holidays/ integrating elements in accordance with item 7 of the framework
agreement.

National Agreement Regarding Electrical Work: Fixed Hourly Wage Rates and Piecework Multiplier Adjusted 1. May 2013

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

National Agreement Regarding Electrical Work: Fixed Hourly Wage Rates and Piecework Multiplier Adjusted 1. May 2013

Uploaded by

Copyright:

Available Formats

Contract No.

You might also like